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UNITED STATES OF AMERICA. 



^anbbooks for practical Wotkevs 
in Cfyurcfy anb philanthropy 

EDITED BY 
SAMUEL MACAULEY JACKSON 
PROFESSOR OF CHURCH HISTORY IN 
NEW YORK UNIVERSITY 



Factory People and Their 
Employers 



FACTORY PEOPLE 



AND THEIR 



EMPLOYERS 



HOW THEIR RELATIONS ARE MADE 
PLEASANT AND PROFITABLE 



A HANDBOOK OF PRACTICAL METHODS OF IMPROVING FAC- 
TORY CONDITIONS AND THE RELATIONS OF 
EMPLOYER AND EMPLOYE 



BY 

EDWIN L. SHUEY, M. A. 

Author of "Industrial Training Essential," Etc. 



$ 



NEW YORK 

LENTILHON & COMPANY 

150 Fifth Avenue 



1 



* . J 

Library of" Congress 


Two Copies Received 


JAN 18 1901 


C\ ^v-ight entry 


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SECOND COPY 



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Copyright, igoo, 

BY 

LENTILHON & COMPANY 






Riggs Printing and Pub. Co. 
Albany, N. Y. 



PREFACE 

In the preparation of this handbook an effort has 
been made to make a practical book which thought- 
ful people may use in developing plans in their own 
communities, and not to offer a complete history of 
sociological development as related to factories. 

The facts given here have been gathered from let- 
ters of employers and employes, from newspapers 
and other periodicals and from various books which 
touch upon these questions, efforts being made as 
far as possible to verify statements given. Thanks 
are due to employers in various places for informa- 
tion regarding their methods and for words of en- 
couragement and recognition from many others 
who desire rational methods of improving factory 
conditions and the relations of employer and em- 
ploye. 

E. L. S. 

Dayton, Ohio, December i, 1900. 



Outline of Discussion 



PAGE 

INTRODUCTION n 

I. METHODS OF ACTION 15 

1. Large gifts 15 

2. Direct profit-sharing 16 

3. Daily sharing — through personal advantages. 19 

II. SOME ESSENTIAL PRINCIPLES 20 

Fairness — sympathy 21 

Daily thoughtfulness * 22 

Recognition of personal comfort and dignity. . 22 

Duty to city and country 25 

Influence in neighborhood 25 

III. WHO SHOULD UNDERTAKE SUCH PLANS. 26 

Not wait till large factory 27 

Or undertake many things 27 

Organize thoroughly 27 

IV. HOW TO WIN SYMPATHY OF FACTORY 

PEOPLE 29 

Difficulties : 

1. Lack of knowledge of each other's per- 

sonal needs — sympathy 29 

2. Lack of knowledge of business 30 

3. Lack of clear ideas of organization and 

methods 31 

Attained by information 31 

By illustrated lectures 32 

By giving opportunity to improve — to think. 

Be sincere — frank ^ 

vii 



Vlii CONTENTS 

PAGE 

V. HOW MANUFACTURERS' INTEREST HAS 

BEEN MANIFESTED 35 

I. In the factory : 

1. In improving exterior 35 

Remove rubbish 36 

Lawns 39 

Supply shrubbery 40 

2. In improving interior 43 

Physical conditions— light — air—clean- 
liness — paint and color — decorations 

— curtains and shades to windows.. 43 

Flowers 44 

3. In personal comfort 47 

Examination by physician and provis- 
ion for accident 47 

Baths, lockers, etc 48 

Toilet rooms 52 

Chairs — backs and foot-rests 52 

Elevators, ice water, etc 55 

Shorter work hours 55 

Recreation 56 

Lunch rooms and restaurants 59 

Factory auditoriums 76 

Club houses 79 

4. In mental and moral training 86 

Opportunity — the best incentive 86 

Apprentices 86 

Prizes for suggestions 90 

Encouraging education — training 
schools — night classes, etc. — stereop- 

ticon, etc 98 

Factory meetings — of all people 103 

Library and reading rooms 107 

Factory publications 108 

5. Special attentions for women no 

Hours and recesses 113 

Toilet and aprons 114 

Rest rooms 115 



CONTENTS IX 

V. HOW MANUFACTURERS' INTEREST HAS 
BEEN MANIFESTED— {Continued). 

I. In the factory : page 

6. Savings funds, pensions, purchases, 

and special features 116 

Homes for aged 116 

Thrifts 116 

Pensions 119 

Railroad relief funds 120 

Loan funds — provident funds 125 

Buying bicycles, sewing machines, 

etc 127 

II. In the community 128 

House building 128 

House beautifying 138 

Schools, kindergartens — reason 161 

Social centers 163 

Libraries 169 

Play grounds 173 

VI. HOW FACTORY PEOPLE HAVE SHOWN 

THEIR INTEREST 173 

Clubs and literary societies 175 

Musical societies 176 

Relief associations 179 

Lunch clubs 188 

Cooperation 191 

VII. RESULTS I93_ 

To employer 193 

To employe 194 

To society 194 

VIII. OPINIONS 197 

Experience of employers 197 

Experience of employes 202 

Observation of students 205 

Magazine and newspaper opinions 207 



Key to Illustrations. 



In order to save space and avoid repetition, the institutions, 
whose features are shown in the illustrations are indicated by 
letters as follows : 

(a) Gorham Manufacturing Company. 

(b) National Cash Register Company. 

(c) L. H. Parke & Company. 

(d) Acme White Lead and Color Works. 

(e) Cleveland Hardware Company. 

(f) Cleveland Window Glass Company. 

(g) H. J. Heinz Company. 

(h) Ludlow Manufacturing Company. 

(i) Briarcliff Farms. 

(k) Westinghouse Air Brake Company. 

(1) The Draper Company. 

(m) The Bullock Electric Company. 

(n) Cleveland Twist Drill Company. 

(o) Eastman Kodak Company and F. A. BrownelL 

(p) Lever Brothers Company. 

(q) Cadbury Brothers. 

(r) Walker & Pratt Company. 

(t) Garlock-Frazee Laundry Company. 

(u) Cleveland Bag Company. 

(v) Cleveland-Cliffs Iron Company. 

(w) Cleveland City Railway. 



INTRODUCTION 



This is not a book of motives, but of facts ; not a 
discussion of industrial systems, but of actual efforts ; 
not an argument for present conditions or for a revo- 
lution, but a presentation of practical work by 
thoughtful men and women who recognize the duty 
and responsibility of their positions as employers, 
and who seek to meet it in the best way possible to 
them. 

On the other hand, it as truly shows the effort of 
the men and women who, as employes, with the 
smaller duty and responsibility, as fully recognize 
their share in " doing unto others " and who meet 
their associates (the employers) on the fair basis of 
enthusiastic response and effort. 

It is granted that the first essential of successful 
manufacturing is ability in employer and employe, in 
office and factory. This is necessary that the busi- 
ness may prosper and the employe be kept at work 
and therefore from starvation. But when united 
with this ability are to be found recognition of one 
another's rights, sympathy with one's fellows and the 
human touch which has characterized the makers of 
the best in the world's history, then is developed 

ii 



12 INTRODUCTION 

the real strength of society and the truest form of 
successful manufacturing. 

" If the employer 'fences his machinery and works 
his force only the legal hours, but declares that be- 
yond compliance with the letter of the factory laws, 
and the punctual payment of their wages, he owes 
nothing to the hundreds of men, women and children 
in his employ, then, however moral he may be in his 
home or as a citizen, he has not attained a true in- 
ward Tightness in his industrial relations. He has 
not realized the full demands of a sound morality, 
which has no conflict with economic truth or eco- 
nomic law, but the force of which cannot be excluded 
from any relation which is human. 

" On the other side, if a workman simply works 
hard enough and carefully enough to retain his posi- 
tion in a factory; if he feels no desire that his em- 
ployer shall prosper because he himself does his 
best, with all his fellows ; if he simply refrains from 
physical violence during a strike while acting most 
unsocially in all other respects — he, too, is imper- 
fectly moralized, so far as his relations to the em- 
ployer are concerned. He, too, needs an ethical de- 
velopment, if he thinks that the whole duty of in- 
dustrial man is thus discharged by him."* 

It is important that we know conditions and needs 
when such a subject is to be considered. Americans 
believe that their manufacturing conditions are su- 
perior to those of any other country, yet the ideal has 
not been everywhere attained and many facts still 
call for thought and action. 

* N. P. Gilman: " A Dividend to Labor. 7 ' 



INTRODUCTION 1 3 

As an illustration of the importance of considera- 
tion of these questions, it may be noted that there 
are over one and one-half million women and girls 
employed in factories in this country. The conditions 
of labor of many of these are deplorable and little 
effort is made to improve. For instance, in many 
paper mills, girls have no place to sit, even at noon, 
except on the heaps of rags, and are not permitted 
even to wash their hands before their lunch. In 
some communities most unkind persecution of work- 
ers is allowed by foremen and forewomen. While 
conditions are undoubtedly much better in our own 
country than elsewhere, yet scores of examples can 
be found which emphasize the need of the careful 
study of conditions and relations. The aim here is 
to show that such unfavorable surroundings are not 
only evil, but unbusiness-like ; not only unnecessary, 
but bad policy; and that fair treatment and gener- 
ous recognition of manhood and womanhood not 
only are morally right but also are financially wise 
and prudent. 

As this little handbook is a statement of facts 
rather than of theories, it has been thought wise to 
name, in most cases, the firm or company which car- 
ries cut each plan, believing that specific information 
is what is wanted by searchers after knowledge. 
There is a tendency in our day to adopt what may 
be called a " laboratory " method in the study of so- 
ciological and business methods. Men no longer seek 
theories but want the actual results of experience. 
Hence, in presenting such a subject in a concise form 
for assistance in the factory or shop, the author has, 



14 INTRODUCTION 

as far as possible, given the names and addresses of 
the companies or individuals so that those interested 
may go, if they choose, directly to the experienced 
man. It is characteristic of American business men 
that, while not boasting of their achievements and 
their good deeds for their fellow-men, they are ready 
to share with others the results of their experience. 

The instances named in the book are not to be re- 
garded as the only ones, or even perhaps the most 
prominent that might be found. They are, however, 
those known to the author, or suggested in news- 
paper and periodical articles and in various books on 
these questions. No effort has been made to make 
of this a complete discussion of the subject, but to 
show by the variety of things accomplished what 
may be done by practical men. 



Factory People and Their 
Employers 



I. METHODS OF ACTION 

Employers and men of wealth have usually sought 
one or more of three methods of expressing their 
sense of responsibility to those who have assisted in 
the development of their business or in the accumula- 
tion of their wealth. These are, first, large gifts to 
public, educational or charitable institutions ; second, 
direct division through profit sharing ; or, third, daily 
sharing through special personal comforts for em- 
ployes or their families. 

Large Gifts. — The first of these has been a popular 
method among Americans who have become dis- 
tinguished the world over for their great benefac- 
tions. These gifts have been to public or private in- 
stitutions in the form of the establishment or endow- 
ment of schools, colleges, industrial institutions, hos- 
pitals or other charitable organizations, parks, li- 
braries, museums, art institutions, etc. In no coun- 
try of the world has there been more generous rec- 
ognition of this character than in America. Hardly 

15 



l6 EMPLOYER AND EMPLOYES 

a city or town can be found that has not enjoyed 
some of these results of wealth. 

Among manufacturers who have thus done much 
for their own cities or villages, not to speak of men 
whose great gifts to many places have given them a 
world wide name, are the Knapp, Stout & Co. of Me- 
nominee, the Ludlow Manufacturing Company, 
Ludlow, Mass., the Cranes of Dalton, the Ames fam- 
ily of North Easton, Mass., the Fairbanks family of 
St. Johnsbury, Vt, the Drapers of Hopedale, the 
Whitins of Whitinsdale. These are especially im- 
portant as showing how such interest often passes 
from one generation to another where a business re- 
mains in a single family for many years. 

Profit Sharing". — Profit sharing and the various 
forms of co-operative manufacturing have attracted 
more or less attention. Many efforts of this kind 
have been undertaken based upon various principles. 
The expression " profit sharing " is applied to the 
practice of paying with more or less regularity a divi- 
dend to the employe, based on the amount of his 
wages. This plan generally includes the payment of 
the amount promised upon certain conditions and 
under certain rules presented in a set of rules and 
regulations. Notable examples of this system are 
the Proctor & Gamble Company, Cincinnati, the most 
prominent instance of the " recognition of the right 
of the workingman to an explicit dividend on his 
wages " ; the Century Company, New York ; the 
Bourne Mills, Fall River; Acme Sucker Rod Com- 
pany, Toledo; The Roycroft Press, East Aurora, N. 
Y. ; The Peace Dale Manufacturing Company, R. I., 





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EMPLOYER AND EMPLOYES 1 9 

and the N. O. Nelson Company, St. Louis and Ed- 
wardsville, 111. This last is an important instance of 
co-operative manufacturing and combines many fea- 
tures of both profit sharing and personal daily at- 
tention. 

Labor Recreative. — The third form of effort and 
one which has recently attracted much attention has 
been provision for better daily comforts for em- 
ployes and their families, with a tendency to shorter 
hours and greater opportunities. 

The aim has been to take from labor as far as pos- 
sible its servile aspect and to make it pleasant and 
recreative. A double result is certain from this — bet- 
ter conditions, more contentment and more encour- 
agement for the employe, and increased output more 
perfectly done for the employer. 

This idea has in recent years taken various forms. 
The Lever Bros., Limited, of Port Sunlight, Eng- 
land, and others have invested in cottages and beau- 
tiful grounds which are open to their employes either 
at small rent or free ; the Cadbury Bros., of Bourne- 
ville, England, have beautiful grounds and many con- 
veniences and comforts, especially for their women; 
the N. O. Nelson Company and other com- 
panies of this country have founded villages 
and assisted employes to own homes ; The War- 
ner Bros. Institute, at Bridgeport, the Club houses 
of the Illinois Steel Co., and the Gorham Mfg. 
Co., the Relief Association of a number of 
American railroad companies, and the Railroad 
Young Men's Christian Association buildings, 
are all evidence of varied efforts for the com- 



20 EMPLOYER AND EMPLOYES 

fort and encouragement of employes. The most sys- 
tematic effort and one proving most wide-spread in 
its influence is that of the Messrs. Patterson, of the 
National Cash Register Company, Dayton, Ohio, 
which by its beautiful buildings, lawns, baths, lunch- 
eon for women, clubs, kindergartens, schools, homes, 
and other similar features, all conducted in a large 
city, without any property of its own other than its 
factory buildings, has given a remarkable example 
of the value of daily thoughtfulness for the comfort 
of others. 

It is with this third form of factory life especially 
that this handbook has to do and its aim will be to 
show what has been done in a practical way by manu- 
facturers and their operatives. The illustrations are 
largely from the American experiences, though a few 
foreign ones of prominence are included. 

Many employers give as their reasons for doing 
nothing toward the betterment of their factory, their 
operatives and their families that the panaceas are all 
impracticable, and many employes insist that the only 
way to reach changed and improved conditions and 
opportunities for themselves is by revolution and by 
a new industrial system. The facts given here are 
regarded as evidence that success and contentment 
are attainable by the present system modified only 
as justice and daily thoughtfulness for others re- 
quires. 

II. SOME ESSENTIAL PRINCIPLES 

Something more than system is necessary if any- 
thing other than the barest work is to be carried on 



EMPLOYER AND EMPLOYES 21 

based upon the so-called " economic laws " and 
guided by the never-to-be-forgotten thought of com- 
petition — whether in the product or in the labor mar- 
ket. There must be a regard for the personal char- 
acteristics even more than for system. The ideal 
factory under any government or system emphasizes 
man. Herbert Spencer states it very clearly in his 
" Industrial Institutions " ; " It must be admitted that 
the practicability of such a system depends on char- 
acter. Higher types of society are made possible only 
by higher types of nature ; and the implication is that 
the best industrial institutions are possible only with 
the best men." 

Fairness Essential. — The spirit of absolute fairness 
is the first essential to success in these designs. The 
employe must recognize in the employer a man whose 
ability or opportunity has placed him in a position 
of greater or less prominence and responsibility. 
The employer must realize the human desires and 
ambitions, the love of home and the desire for child- 
ren's education and opportunities which is inherent in 
every man or woman. 

Personal Sympathy. — Personal sympathy and in- 
terest was a characteristic of the early manufacturing 
life when the number of people in each factory was 
small. It is impossible to have personal knowledge 
now of the hundreds or thousands in the factory, 
whether small or large. Hence the relations must 
be retained by actual interest and devotion. The 
employer makes his buildings pleasant, gives health- 
ful conditions, is interested in the homes, that the 
employes may realize his recognition and personal 



2 2 EMPLOYER AND EMPLOYES 

interest. The employe gives his best effort, thinks 
about his work, is ready to suggest plans of improve- 
ment, and thus acknowledges the thoughtfulness of 
the employer. 

Daily Evidence. — The greatest gifts in the world 
lose much of their value if not accompanied by tan- 
gible evidence of personal sympathy in those to whom 
they are offered. Daily evidence of this sympathy 
and thoughtfulness is another important item in this 
new form of relations. Not occasionally, not in spe- 
cial instances, but every day must these evidences 
be shown. Such little attentions as good air through- 
out the factory rooms (as in many factories to-day) , 
providing compressed air at a convenient point about 
the factory for bicycle tires (as at the National Cash 
Register Company), a free cup of coffee at noon (as 
at Sherwin-Williams Co.), providing warm coffee 
for men required unexpectedly to work overtime, 
proper coloring and shading of work rooms to rest 
the eyes, — all seemingly small in themselves are 
worth many times their cost. 

One employer, on his return from his European 
trips, brings a large number of pictures and stere* 
opticon slides which are displayed for the benefit not 
of his social friends, but the factory people. Another 
transforms the kodak pictures of his hunting trips 
into lantern slides to entertain the men of his factory 
with his experiences. These evidences that even on 
their vacations employers think of the pleasure and 
instruction of their operatives are far more valuable 
than large sums of money in gifts. 

Dignity of the Laborer. — An effort to add to the 



EMPLOYER AND EMPLOYES 25 

dignity of manhood and womanhood is important. 
Provision for comforts so that men and women can 
come and go from their work with clean faces and 
hands and with neat clothing adds to their sense of 
manhood and womanhood and therefore to their in- 
telligent effort. A large number of foundries now 
supply baths and lockers so that on leaving the build- 
ing their men may be clean, and have a complete 
change of clothing. Their testimony is unanimous 
that this enables them to secure a higher class of men 
and therefore better work. 

Civic Duty. — On the part of employers recognition 
of civic duty and responsibilities is an essential prin- 
ciple in this day. The employment of others, 
whether in large or small numbers, adds to each man's 
responsibility. The recognition of this leads him to 
think of relations and to help to cultivate his em- 
ployes. Interest in schools, good government, not 
necessarily active and direct, but by increased in- 
tellectual power compels better ideas and therefore 
better results. 

Neighborhood Improvement. — Another element of 
value is the recognition that the factory may add to 
the beauty and character of the neighborhood. By 
setting an example of good taste and cleanliness in 
grounds and neatness in buildings the entire neigh- 
borhood may be made better. One of the most strik- 
ing instances of this is that of the company at Day- 
ton, Ohio, already mentioned, where an entire sec- 
tion of the city has been revolutionized through the 
direct influence of the company and its officers, until 
at present the nearer we approach the factory the 



26 EMPLOYER AND EMPLOYES 

greater the attention to beauty in homes and the 
higher the rents. Some of the English factories and 
their surroundings have been converted into great 
grounds with beautifully laid out groves and recrea- 
tion grounds, well-built homes and well-ventilated 
shops. American manufacturers are following the 
example and are realizing that home surroundings 
have much to do with the contentment which leads 
men to give their best effort. 

III. WHO SHOULD UNDERTAKE SUCH 
PLANS 

It is often assumed that methods of recognition 
and assistance are possible only in large establish- 
ments with abundant capital and more than the usual 
margin of profits. It may be granted that such em- 
ployers can do many things not possible for small 
factories. On the other hand, small enterprises have 
the advantage in other things and can do some things 
which are difficult for the larger concerns. 

It will be found in studying details that personal 
thought and sense of responsibility really enter most 
largely into the question. Clean windows and rooms, 
good air, comfortable toilet rooms for men and wo- 
men, good water for drinking, are matters not so 
much of expense as of thought. Most of them are 
possible even in the crowded or undesirable sections 
of the city as is seen at the Sherwin-Williams Co., 
Cleveland; F. A. Brownell, Rochester; the Enter- 
prise Mfg. Co., Philadelphia, and others of similar 
character and location. 



EMPLOYER AND EMPLOYES 27 

One Thing at a Time. — Neither is it necessary to 
wait until many things can be done. One thing at a 
time is the experience of the wisest movements and 
those which have proved most permanent. In one 
case, it might be simply cleaning up. In another, pro- 
viding good water and fresh air. In another, a clean 
and inviting place for luncheon with supplies sold 
at very low rates. 

On the other hand employes may express their ap- 
preciation of these efforts of their employers in many 
ways. Cleanliness and neatness in appearance going 
to and from the factory, thoughtfulness while at 
work, care not to waste, exactness, suggestions for 
possible improvements, all are methods of recogniz- 
ing the thoughtfulness of employers and they soon 
bring the two nearer together. 

A Special Department. — Such plans should be or- 
ganized as any other features of a business. The 
greater the care and system the surer will it be that 
all will be done well and economically. The fact 
that ordinarily officials are busy and have not time 
to give thought and effort to these things often deters 
from the effect. 

The National Cash Register Company recognized 
this early in the development of its plans and, first 
of all these companies, organized the "Advance De- 
partment" whose head gives his time to considera- 
tion of plans for improvement of conditions in factory 
and neighborhood. Under him are the numerous 
clubs, societies, classes and special features of the 
company, and the teachers, librarian and other help- 
ers. By studying the needs of the neighborhood 



28 EMPLOYER AND EMPLOYES 

and of the employes, he may do much in the develop- 
ing of plans. 

The Westinghouse Air Brake Company has re- 
cently followed its example and chosen for this work 
a man thoroughly equipped by training and experi- 
ence for developing the best life of the operatives of 
its great factories. 

A " Social Secretary ". — The Shepard Company, 
Providence, has on its pay roll a " social secretary, "— J 
a woman whose work is to assist in improving life 
both in and out of the factory, for the employes. She 
seeks to provide needed comforts, rest and lunch 
rooms, to assist in finding good boarding places, to 
care for the sick, and to mediate in cases of friction. 

Rowntree & Company of York, England, carry out 
this same idea, especially among their women. Many 
of the companies having club houses place this work 
in the hands of the secretary or manager of the club. 
In a number of instances, certain foremen or fore- 
women undertake some of this work, but, of course, 
cannot do it as thoroughly as one who gives entire 
time to it. The first plan named is the most compre- 
hensive of all these and is serving as a model for 
many. 

Cleveland Plan. — The Cleveland (O.) Chamber 
of Commerce has this year (1900) taken the most 
radical step thus far known. A number of its leading 
members after visiting Dayton, invited the head of 
the N. C. R. " Advance Department " to explain 
that company's idea at one of the meetings of the 
Chamber. Several of these men, having tried 
various movements for themselves, became satisfied 



EMPLOYER AND EMPLOYES 29 

of their value to the city. An " Industrial Commit- 
tee " was therefore chosen to encourage the develop- 
ment of the idea among the factories of the city. 
A little later a " Social Secretary " was engaged to 
give his entire time to assisting in the improvement 
of local factory conditions. Thus, by this com- 
bination, the entire city has united for general im- 
provement. This is probably the first instance of this 
kind in industrial history. 

IV. HOW TO WIN SYMPATHY 

First Difficulty — Sympathy. — Almost every em- 
ployer finds three great difficulties in the best man- 
agement of his business, which, if overcome, would 
increase his output and relieve him of much diffi- 
culty, giving him more time to think of others. The 
first of these is the lack of knowledge of each other's 
needs — that is, of sympathy between his employes 
and himself. 

Beneath all other causes of trouble and conflict in 
the labor world, making them seem superficial only, 
is the personal alienation of the employer from his 
fellow-men whom he engages to work for him in 
large numbers. This alienation is partly due to the 
great size of many industrial enterprises and the 
consequent lack of personal acquaintance between the 
two parties. 

" If the modern employer is sincerely interested 
in the general welfare of the many persons who work 
for him, simply because they are human beings like 
himself, and because he realizes that he stands in a 



3<D EMPLOYER AND EMPLOYES 

relation to them which can be made very effective for 
good to both parties, he has taken a long stride to- 
ward industrial peace in his house, and he has the 
root of the ideal in him."* 

On the other hand, if the modern employe realizes 
that his employer is as human as himself, that he 
often puts in many hours per day in studying how 
he may develop his business in order to keep those 
who labor for him at work and therefore from want ; 
that often his mill is kept running for weeks be- 
cause he realizes his relation to others and the re- 
sponsibility of his position ; and that, while not labor- 
ing in the same manner, he is still a " laboring man " 
in the true sense of the word, — then he will be ready 
to contribute his share to that better industrial con- 
dition which all desire. 

The ideas and plans used by many employers, as 
illustrated in this handbook, are largely undertaken 
with this one object in view — greater mutual sympa- 
thy. 

Second Difficulty — Knowledge. — The second diffi- 
culty is lack of knowledge of the business itself and 
of skill and training on the part of the workers. This 
is especially true where labor or special forms of ef- 
fort are necessary. The custom of confining men and 
women to a single operation has much to do with 
this, but this narrowing influence may be overcome 
by methods suggested in the pages following, which 
give the workmen something of value beyond the 
matter of daily toil. The provision of a comfortable 
hall connected with the factory and the use of the 

'* Oilman: " A Dividend to Labor." 



EMPLOYER AND EMPLOYES 3 1 

stereopticon has made possible many things in giv- 
ing instruction and training. Bulletins and infor- 
mation about visitors and important matters, expla- 
nation of plans of special work to be done, have been 
found valuable in many factories. In one instance 
where a large factory building had been erected, the 
company posted in all rooms the proposed arrange- 
ment of departments in the new building, asking for 
suggestions and changes. The plan attracted atten- 
tion and led to a number of excellent ideas. 

Third Difficulty — Organization. — A third difficulty 
and the one hardest to explain is the importance of 
thorough organization and careful methods. The 
larger the business or the more complicated the prod- 
uct the greater the necessity for organization. At 
the same time, intelligent appreciation of this on the 
part of the employe may be obtained by full explana- 
tions and free discussion. Frank presentation of 
these difficulties before the people of the factory and 
their families is the surest and quickest way of over- 
coming them. 

The National Cash Register Company, has prob- 
ably carried out this idea more fully than any other 
company in this country, though the gathering of all 
operatives from the manager down is a frequent inci- 
dent among employers of Great Britain. When it 
was determined by this company to make a system- 
atic effort to meet these difficulties, meetings of em- 
ployes were planned. A large hall was fitted up in 
one part of the factory, a stereopticon was secured 
and slides either made or bought to illustrate the 
subjects to be presented. Invitations were then ex- 



$2 EMPLOYER AND EMPLOYES 

tended to officers of the company, foremen, their as- 
sistants and clerks, as well as to the rank and file of 
the operatives, for the entertainments which were 
provided. At regular intervals for several years, 
some of these gatherings occurred during the day 
upon the company's time, the discussions being upon 
topics directly connected with the factory. At the 
evening meetings, practical illustrated talks on or- 
ganization under the title of " Napoleon and his 
Army, " " How a Circus is Managed, " etc., were 
given, presenting clear ideas of its importance. Pic- 
tures were made of a man wasting oil, of one asleep 
over his work, of others careless of their time, all of 
which made men think. Illustrated addresses on 
special forms of mechanics, simplified and popular- 
ized, and interspersed with attractive pictures of 
beautiful places, great works of art, etc., made many 
a profitable evening. 

By thus frankly stating facts, by permitting free 
discussions at such meetings and at clubs and socie- 
ties organized among employes but carefully directed, 
and by the practical assistance in the education of 
themselves and their families, open indifference or 
opposition was changed to active interest, sympathy 
and co-operation. 

In connection with these gatherings, this com- 
pany formed its " factory committee/' taking the 
place of the superintendent, and giving to five men 
the supervision usually assigned to one. By select- 
ing men with peculiar qualifications for the various 
classes of work, a company of specialists is organized 
whose combined ability will probably give correct 




AN OFFICE FORCE AT LUNCH (d) 



v:-r-*1^ 




A FACTORY COMMITTEE EXAMINING 
SUGGESTIONS FOR PRIZES (b) 



EMPLOYER AND EMPLOYES 35 

decisions. All orders for the factory are issued to 
this committee through its chairman. This idea 
somewhat modified has been adopted by many com- 
panies during the past few years. In some cases, 
as the Acme White Lead Works, the factory commit- 
tee is composed of the foremen, while a committee 
of review chosen from the officers forms the court 
of final resort. 

The remarkable success of the " suggestion prize " 
plan (an outgrowth of this community idea) wher- 
ever tried is evidence of the active return which fac- 
tory people will make when fairly and frankly 
treated. It is the evidence of personal interest, and 
the recognition of honest effort which wins. The 
failure to praise work well done, while criticizing 
mistakes, is responsible for much of the ill-will that 
often exists. There are many things in manufactur- 
ing that money will not buy — one of them being loyal, 
sympathetic service. This can be best gained by the 
recognition and instruction here suggested. 

V. HOW MANUFACTURERS' INTEREST 
HAS BEEN MANIFESTED 

/. Improving Exteriors of Factories 

Heaps of rubbish, unkept yards and soot-covered 
buildings unfortunately are the distinguishing mark 
of many great factories where thousands of men and 
women are employed. < Not only in rolling mills, 
foundries, and similar iron industries where men only 
are employed, but also in cotton, woolen, paper and 



36 EMPLOYER AND EMPLOYES 

other factories where large numbers of women are 
busy, do these conditions too often prevail. 

Naturally " work " is associated in the minds of 
these toilers with all that is forbidding and unpleas- 
ant, and thoughtfulness for self or for the employer 
is discouraged. Often skilled workmen lose much 
of their force and skill under these conditions. The 
influence is felt in the home, and familiarity with 
dirt and darkness during the day, especially where 
both men and women of a family work, tends to make 
the home life forbidding and careless. The moral 
effect upon the home, the family, the church and the 
community is far reaching and much more offensive 
than the average employer would think. 

Result of Change. — The surest evidence of the rec- 
ognition of these conditions is the change that comes 
into the lives even of the unskilled and uneducated y 
when better conditions prevail. It is too often as- 
sumed that workmen and women are accustomed to 
these things and care nothing for bright sur- 
roundings, beautiful flowers and clean homes. The 
increasing number of large factories where atten- 
tion is given to the care of lawns, cultivation of plants 
and shrubs, and general cleanliness, is the answer 
to this objection, for men are finding that the con- 
trary is true, and that but little encouragement is re- 
quired to lead to simple beautifying of homes and 
the neighborhood. A prominent magazine referring 
to this subject, recently, said — " If an effort of this 
kind will succeed in creating a greater love for at- 
tractive home surroundings amongtheclass of work- 
ing people, the Association (American Park and Out 



EMPLOYER AND EMPLOYES 39 

Door Art) will have accomplished something to be 
proud of. The National Cash Register Co., have 
set a practical example of what can be done in this 
respect, so the movement has foundation for hopes of 
success/' 

How to Begin. — A leading manufacturer one day 
visiting a large factory where cleanliness, neatness 
and beautiful surroundings were the rule, was so 
thoroughly convinced of the economy and wisdom of 
the idea that on his return the next day he ordered 
his entire plant renovated and painted inside and out. 
A little later the beneficent results were so well seen 
that it was determined to move the plant to the sub- 
urbs where plenty of light and air could be obtained. 

Another, after a similar visit, ordered the yards 
about his factory cleaned, the boxes carefully piled 
and the grounds kept in order. These began right. 
The first necessity is cleanliness, and this can be ob- 
tained both inside and out, in many places where it 
usually is regarded as impossible. 

Naturally, large establishments, where land is com- 
paratively cheap, find the care of lawns and grounds 
inexpensive. Possibly the desire for this clear atmos- 
phere, for better surroundings and more healthful 
conditions has led recently to the removal of a number 
of large establishments from the crowded districts 
to suburbs, even in smaller cities. Rapid transit 
makes this possible, and better home conditions en- 
courage its enlargement. Illustrations are found in 
the Kodak Park at Rochester (Eastman Kodak Com- 
pany), Riverside Press at Cambridge, Pope Manu- 
facturing Company at Hartford, National Cash 



40 EMPLOYER AND EMPLOYES 

Register Company at Dayton, J. H. McFarlancTs 
Printing House at Harrisburg, Crane's Paper Works 
at Dalton, the Bullock Electric Company and United 
States Printing Company of Cincinnati, and many 
other plants of greater or less extent and beauty. In 
England there are many illustrations of this kind, 
notable among which are the Cadbury Brothers at 
Bourneville, and the Sunlight Soap Works of the 
Lever Brothers at Port Sunlight. Many New Eng- 
land villages are beautified, although not always do 
the factory surroundings keep pace with the villages. 
Simplicity of Idea. — Good taste and understand- 
ing of the simple rules of landscape gardening, and 
attention to details are essential to the best results. 
Simplicity should mark the efforts. The experience 
of the proprietors of the National Cash Register 
Company illustrates the difficulties of many manufac- 
turers. Having determined to improve the exterior 
of their grounds, they began by clearing away the 
rubbish, removing fences and sowing grass seed. 
Recognizing that specialists are economical as well 
as valuable, they engaged a prominent landscape 
artist to spend a few days at their factory and in the 
neighborhood. He came, he examined, he made sug- 
gestions. His suggestions were followed, resulting 
in a remarkable change in the appearance, both of the 
factory and of the neighborhood. Simplicity and 
the use of such shrubbery only as is easily grown 
in this climate were the foundation of the work. As 
the factory occupies two city squares, all that could 
be done was to make a good lawn and mass the 
shrubbery next to the buildings. This individual 



EMPLOYER AND EMPLOYES 43 

experience has been multiplied many times by others 
and its example is being followed by many small 
factories as well as large ones, especially in the West. 
The details of methods will be found in later chap- 
ters in connection with accounts of neighborhood im- 
provements. 

77. In Improving the Interior 

Why dirt, dust and rubbish seem to be regarded as 
necessary adjuncts to manufacturing is difficult to 
understand; why dark, unpainted rooms seem to be 
all that are needed for the thousands who spend 
from one-third to one-half their lives in them and are 
affected in all the other hours by these hours of 
work, is one of the unexplained questions. 

Proper Colors. — The physical condition of the 
workers has much to do with the accuracy, beauty 
and perfection of the product. Abundance of light, 
pure air, clean rooms, windows with good curtains 
and shades, walls painted of such color as to be rest- 
ful, and cheerful decorations, even of the simplest 
character, all conduce to the best physical life of the 
employe, and therefore to the best product for the 
employer. 

It costs no more to tint walls in a restful color than 
in glaring white; no more to select window shades 
with good taste than with bad; and pure air is as 
cheaply obtained as impure, while it costs less when 
measured by its effect on the people. 

Cleanliness. — Cleanliness may be obtained by care 
and attention. A few janitors even in a large fac- 



44 EMPLOYER AND EMPLOYES 

tory , will keep the rooms clean, while the habit ot 
care grows upon working people. Waste cans, con- 
veniently placed, may not be used at first, but after 
a while their silent invitation is readily accepted. 
The daily emptying of cans and the removal of rub- 
bish and waste entirely away from the building or to 
a special room where it can be disposed of, give as- 
surance of cleanliness and add to available work 
room. 

The manager of a large iron plant says he saved 
$3,000 and a new building by clearing away rubbish 
and the consequent re-arranging of his iron piles. 

Another found among a 40,000 pound pile of 
waste, 7,000 pounds of a valuable product. 

Provide a place for all discarded articles, whether 
machinery, furniture, supplies or waste, with proper 
conditions for disposing of material not needed, and 
storage of all articles that may have future use. All 
this is economical, for working people hesitate to 
throw away that which may be valuable when they 
know it will be seen again the same day. 

Women's Rooms. — Where women work, attention 
to the little details and to comfort and convenience 
will quickly win their appreciation and assistance. 
Not every factory can have pretty curtains at the 
windows, pictures and quotations on the walls, and 
palms and ferns on the work tables and benches, as 
in the Women's Departments of the National Cash 
Register Company and of Ferris Brothers ; but all 
can, if they wish, give an air of comfort and cleanli- 
ru s, even in comparatively dirty work, and all can 
make the toilet rooms neat, clean, tidy and comfort- 




a woman's work room (b) 




AN ATTRACTIVE OFFTCE (c) 



EMPLOYER AND EMPLOYES 47 

able instead of putting them away into the darkest 
corner with no attention and no effort at care. 

It is often insisted that certain classes of operatives 
will not in any way respond to such efforts. i\s far 
as the author can learn, wherever these methods 
have had a sufficient trial, the result has been satis- 
factory, and the testimony of many employers, both 
in private letters and in public print, are the demon- 
stration of the value of such attention. 

III. In Personal Comfort 

Attention to personal comfort and health requires 
many things besides the simple matter of surround- 
ings. Having given good rooms and the best pos- 
sible conditions under the necessary circumstances, 
the daily needs of the working people should be re- 
garded. 

Physical Examination. — Quite a number of fac- 
tories require as a preliminary to employment, an ex- 
amination by a physician, both for factory and office 
work. The purpose in this is to ascertain whether 
or not the employe has any weakness which would 
in any way be affected by the work proposed for him, 
or which would interfere with his best effort in that 
which he is to undertake. The special points re- 
quired in most of the cases where examination is 
made, are weight, height, married or single, vaccina- 
tion, full possession of special senses, any mental 
trouble past or present, family history, any diseases 
of eye, ear, nose, throat, lungs, heart, use of malt or 
spirituous liquors, permanent disability, etc., etc. 



48 EMPLOYER AND EMPLOYES 

These examinations are usually given by the com- 
pany's physician, or by some one with whom the mat- 
ter is speciality arranged ; the cost in such case being 
borne by the employe if he receives the appointment, 
otherwise, by the company. 

Another preliminary arrangement for health is the 
provision of a small dispensary with medicine, band- 
ages, etc., in charge of some one qualified to act 
promptly in case of necessity. Cots to be used in 
case of accident or sickness are valuable, but should 
not be placed where they can be seen at all times, for 
they would have a depressing influence on many, 
rather than an encouraging one. The provision of a 
rest room, which has come to be regarded as import- 
ant in many factories, especially where women are 
employed, is valuable just as truly for men in fac- 
tories where work is very heavy or hazardous. 

Baths and Lockers. — In order to encourage clean- 
liness and the self-respect which accompanies the 
ability to appear well on the street and in the home, 
the provision of baths and abundant opportunities 
for washing is important in all factories. Where the 
work to be done is dirty, as in foundries, mills and 
machine shops, lockers in which men may hang their 
street clothes during working hours, add materially 
to their comfort and ability. By arranging 
separate hours, comparatively few shower baths 
will serve a large factory. Perhaps one of the 
best examples of what may be done in this 
respect is that of the Walker & Pratt Company 
of Watertown, Massachusetts. Among the early 
movers in this direction was the National Cash Reg- 




t**^-. 




a woman's bath room (b) 




A WELL-ARRANGED WASH ROOM (f) 



EMPLOYER AND EMPLOYES SI 

ister Company, which has provided shower baths 
for its men and tub baths for the women. These 
shower baths are usually in sets of three or four in 
each of its buildings ; one set serving for several hun- 
dred men. By a system of tickets and assignments, 
and the permission given to each employe to take 
twenty minutes a week on the company's time for 
his bath, this supply is abundant. The company adds 
the soap, towels, etc., and the care of the bath rooms. 
The expense of maintenance in all these cases is very 
slight, while the return in increased comfort and 
work overbalances the cost. A number of employers 
in large iron factories have given as their testimony 
that the introduction of baths had enabled them to 
obtain a much higher class of workmen and to get 
much better work than had been possible before these 
were introduced. 

The Enterprise Manufacturing Company of Phila- 
delphia has introduced baths especially for its 
moulders. The President testifies as to its result : 

" I wish to impress upon you the importance of a 
bath room for moulders in every foundry in the 
country. If you can contribute in any way to this 
end you certainly will be doing much good. A warm 
shower bath, together with putting on dry, clean 
clothes, is worth a very great deal to a moulder, and 
w r e find that we have the pick of men. They are very 
anxious to work for us 'in preference to other found- 
ries. " 

The J. H. Williams Company, Drop Forgers, in 
Brooklyn, in addition to spray baths for their em- 
ployes, have a wash trough fitted up with small 



52 EMPLOYER AND EMPLOYES 

douche baths so that the men can thoroughly wash 
their hands after the day's work. Another large 
trough is provided with a wringer so that the men 
can quickly wash their underclothes which are us- 
ually soaked with perspiration and dirt. A drying 
closet is provided with hot water pipes so that the 
clothes can be dried and when the men come the 
next morning they have a clean, sweet suit in which 
to begin the day's work. 

So thoroughly is this fact impressing itself upon 
manufacturers that many are now putting up build- 
ings especially for this purpose, and providing all 
the facilities necessary. 

Toilet Rooms. — Another feature which is of im- 
portance in cultivating manliness and womanliness 
is the provision of neat, well kept toilet rooms. 

Simple lockers in which men and women may 
keep their clothing are easily constructed, and the 
sanitary value is very great. 

F. A. Brownell of Rochester, provided such 
lockers for all his people; the men passing through 
the basement room where they are constructed on 
their way to and from their work. 

Chairs and Rest$. — In foundries and machine 
rooms where small work is done, employes sit during 
the entire day. It seems not to have occurred to 
many employers that backs to these chairs and foot 
stools would not only give comfort to the employe, 
but would add to his productive ability. An experi- 
ment in this direction has proved that 25 per cent 
to 50 per cent of increase may be noted in the out- 
put resulting from the bracing of the back and the 




A WELL-ARRANGED WASH ROOM (m) 




WASH ROOM AND LOCKERS (r) 



EMPLOYER AND EMPLOYES 55 

comfortable position in which the operatives work; 
at the same time the employe is able to work 
throughout the day with very little fatigue. 

Ice Water. — Another seemingly very small mat- 
ter has proved, wherever tried, to be one of great 
value. It seems a very small thing to furnish ice 
water during the summer or the entire year for men 
who must work in warm rooms. In hundreds of es- 
tablishments in this country, the men contribute 
among themselves for this purpose. The Enterprise 
Manufacturing Company and others furnish the ice 
water in good, clean receptacles and have a man 
whose duty it is to see that these are properly at- 
tended to. 

Running elevators for a few minutes before and 
after working hours so that men and women may 
ride up and down instead of climbing several flights 
of stairs, is another feature found to be healthful in 
many places. The fear of accident, which has de- 
terred many employers, has been found to be un- 
necessary, by these w 7 ho have given this idea a 
trial. 

Short Hours.— The short hour question does not 
come within the province of this discussion. It is 
worth noting, however, that a number of employers 
like the Fels Brothers, of Philadelphia, the Proctor 
& Gamble Company, the N. C. R. Co., the Enterprise 
Manufacturing Company, and others have volun- 
tarily reduced the hours of work from one-half hour 
to two hours per day, many of them, especially the 
last named having fully tested during many years 
the Saturday half holiday and found it satisfactory. 



56 EMPLOYER AND EMPLOYES 

Recreation. — Provision for recreation is not so 
common in this country as in England. One of the 
most notable examples of effort of this kind is that 
of the Cadbury Bros, at Bourneville, England. This 
company has established its plant in a large country 
place, and has surrounded its works with fields and 
shrubbery. Lawn tennis, ball grounds, swimming 
pool, a beautiful park and other provisions for out- 
door life for the employes and their families, are 
made. The Lever Bros. Company of Port Sunlight, 
Eng\, has very abundant provision for the outdoor 
life of its people. Rowntree & Company of York, 
Eng., have large recreation grounds for men and 
women, the grounds occupying about fifteen 
acres. 

In some of the New England villages controlled by 
families or companies, provision is made in the 
form of parks or greens for the employes. The Na- 
tional Cash Register Company has tennis courts, etc., 
open at noon and on Saturday half-holidays. In a 
number of cities, companies have made arrangements 
with Young Men's Christian Associations or with 
athletic clubs for the use of their outdoor parks. 

In quite a number of factories, either in the din- 
ing room or immediately adjoining it, will be found 
a piano so that the noon hour may be given to music, 
dancing and other pleasant recreation. The Cleve- 
land Window Glass Company has club rooms for 
men and women for amusement and reading. In 
some places, the noon hour is frequently occupied by 
practical talks or entertainment, either informal or 
regularly prepared. In others social life is cultivated 




A QUIET CORNER FOR READING (e) 



EMPLOYER AND EMPLOYES 59 

through social evenings or dances, which foster a 
brighter life. 

A Women's Lunch Room. — A few years ago, pass- 
ing through his factory about the noon hour a manu- 
facturer noticed a young woman warming something 
in a can over the radiator. Inquiry showed that she 
was warming coffee for lunch. This incident served 
to lead him to the study of the noon lunch question, 
resulting in the clearing away of a large attic and its 
transformation into a beautiful and attractive dining 
room, in which 250 young women take their lunch 
daily. A coat of paint, clusters of small flags of all 
nations, and cozy corners at the windows made the 
room attractive ; while a thoroughly equipped kitchen 
adjoining, a rest room in one corner and a bath room 
off from another, made it convenient and healthful. 

In fitting the room, neatness and attractiveness 
were first considerations along with economy. Plain 
kitchen chairs and tables were obtained and painted 
white. Good table linen and tableware were provided 
in sufficient quantity to serve neatly and quickly. 

The outgrowth of these plans has attracted thou- 
sands of visitors to the National Cash Register Com- 
pany, for working people the world over have been 
interested in the results. In this instance the com- 
pany supplies two items of warm food, together w r ith 
tea, coffee, cocoa or milk, the menu being changed 
daily. The young women add the bread and butter 
and whatever other articles they may desire. They 
pay 1 cent each day, while the increased output re- 
sulting from good wholesome food fully balances 
the cost of the lunch. A graduate in domestic econ- 



60 EMPLOYER AND EMPLOYES 

omy supervises this room and all similar work in the 
factory. Qualified cooks and helpers perform the 
regular work and care for the rooms ; the young 
women serve as waitresses, a detail being made each 
week from the various departments. Those who 
serve go to the dining room five minutes before the 
others in order to prepare the tables. Thus care and 
system accomplish the purpose with the smallest 
amount of time and effort. The dining-room is fre- 
quently used on special occasions for serving lunch 
to large parties of employes and visitors. 

Here, too, a complete lunch is served free to all 
office employes who are compelled, for any reason, 
to work at night. In addition to this feature, this 
company provides hot soup and coffee to all em- 
ployes who are required to work overtime at night. 
The lunch is prepared on requisitions from the fore- 
men, made in the morning, and is carried to the de- 
partments, with cups and spoons, ready for service 
immediately after the close of working hours. Fif- 
teen minutes are sufficient and men are back at work 
refreshed and stronger for the evening's work. In 
this instance, the time occupied in eating is allowed 
and paid for by the company. This dining room and 
its methods have served as a model in equipment 
and plan for scores of other companies. 

A Chicago Effort. — The City of Chicago has of- 
fered an excellent example of another plan for the 
development of lunches for employes. The follow- 
ing account is taken from the report made by the 
City Department of the Young Women's Christian 
Association : 



EMPLOYER AND EMPLOYES 63 

The Western Electric Company has one of the 
largest plants in the country and branches all over 
the world. It employs more than 3,000 persons in 
the factory in Chicago, 900 of them being girls. 

How the Work Started. — An association for the 
help of self-supporting young women had carried 
on a very successful lunch club for girls in the heart 
of the city. That club had become entirely self-sup- 
porting and it was decided that some new work 
should be undertaken during the winter of i893~'94. 
Miss Jane Addams, of Hull House, suggested that a 
lunch room be started in the Western Electric Com- 
pany's works, where soup and coffee should be 
served to the girls and sold to the men employed in 
the building. Miss Addams' suggestion was adopted 
and what is known as the Occident Club was started, 
this club made up of girls from the factory. 

First Year. — This w r as the first club ever started in 
any factory in the United States. At first the idea 
was not received with great cordiality by the firm for 
fear it would not be a success. In fact they looked 
upon it as only a fad and did not wish anything under 
their roof which would not be permanently success- 
ful. They finally gave their consent and put one 
small room at the disposal of the club. After all the 
necessary arrangements were made for fitting up the 
lunch room, the actual securing of patronage was not 
in the least difficult. The following notice was dis- 
tributed through the factory a day or two before the 
room was opened and had the effect of securing a 
crowded room on the first day. About twenty gal- 
lons of soup and coffee were used that day. 



64 employer and employes 

Announcement 

" The Kirkland Association having received per- 
mission from the officers of the Western Electric Co. 
will serve coffee and soup in this factory every day 
from 11:30 a. m. until 1 p. m., commencing Wed- 
nesday, January nth. 

There is a lunch room where the girls employed in 
the building can come and spend their noon hour, 
bringing their own lunch to eat there if they prefer. 

Soup and coffee will be sold at this lunch room 
to the men, the prices for all being as follows : 

Per pint, with 2 rolls, 5 cents. 
Per bowl, with 1 roll, 3 cents. 

coffee. 

Per pint, with 2 rolls, 5 cents. 
Per cup, with 1 roll, 3 cents. 

Tickets good for 12 cups of coffee, no rolls, will 
be sold to the girls for twenty-five cents. 

A capable matron and cashier have been secured 
and four of the Kirkland girls are to be in attendance 
each day." 

The soups and coffee were made at the Hull 
House Coffee House, and sent in cans covered with 
indurated fibre, which kept them hot for some hours, 
so that no cooking was done in the lunch room. 

Development. — They soon entirely outgrew their 
small quarters and found a flat in the next building 
which they could rent. By this time the proprietors 
of the factory approved of the work enough to throw 



EMPLOYER AND EMPLOYES 65 

an iron bridge between the buildings, thus making 
an easy entrance to the rooms. Here they had two 
large rooms, one for a lunch room, the other called 
the library. There was also a small class room. 
Now they began having classes and talks at the noon 
hour, after work at night and in the evening. 

Even while renting these rooms and paying for 
the light and heat they became self-supporting, 
charging ten cents a month for membership. 

In 1897 the company built an addition to their 
factory and presented the club with an entire floor 
of the new part, making two immense rooms. They 
also furnished the light and heat, fitted up the kitchen 
almost entirely and gave new tables and chairs for 
the dining room. Here they furnished lunches to the 
men at a side counter, only the girls having the use 
of the rooms. The receipts were thus greatly in- 
creased. 

At first only one meal was served a day, and the 
management was largely in the hands of those who 
started the club, but now not only a dinner is 
served at noon, but a supper for the employes who 
work overtime and a midnight dinner for the night 
workers. The business management of this is 
largely carried on by the girls themselves, some of 
whom give up their noon hour to helping in different 
ways in the work of the club. 

Classes of all kinds have been held in calisthenics, 
sewing and dressmaking, embroidery, music, mathe- 
matics, travel, etc., and a number of talks, musicales 
and entertainments given the girls both at the noon 
hour and on special occasions, such as Christmas and 



66 EMPLOYER AND EMPLOYES 

Easter. The girls have also been invited to the 
homes of the young women who started the club. 

Summer outings are planned for them for two 
weeks at a time. 

At Present. — The club started with 60 members ; it 
now has about 350. It is not only self-supporting, 
employing a competent matron, paying the teachers 
of the classes, etc., but sets aside $10 a month for a 
Relief Fund. The forewomen of the different de- 
partments constitute the Relief Committee, who take 
pains to know the needs of all under their charge. 

The matron not only attends to the buying but 
acts as a mother to the girls. If anyone is sick, she 
can go to the rest room where there are couches and 
easy chairs and the matron looks after her. It is 
hoped soon to add a medicine case to be under the 
keeping of the matron. 

Before the club was started there was more or less 
jealousy and rivalry between the girls in the different 
departments of the work. Now this is all done away, 
and all meet in a sweet spirit, enthusiastic over their 
club and their factory. It has been the means of 
developing girls also and proving their capabilities. 
The chairman of the finance committee, the vice- 
president and secretary are factory girls, and they are 
represented on all committees. 

Opinion of the Firm. — Only a short time since 
when plans for enlarging the factory still further 
were under way, Mr. Barton, the President of the 
Company, said that the club had earned its own posi- 
tion in the factory and should have a place in the 
new building with better accommodations. 



EMPLOYER AND EMPLOYES 69 

He said also that it is good for the business to have 
it. And this is supported by the fact that when the 
Superintendent of the New York branch was making 
plans for enlarging, he telegraphed for all particulars 
concerning the club in order that he might consider 
them in his arrangements. 

A Cleveland Plan. — A good illustration of still 
another method of furnishing lunch is found in the 
experience of the Cleveland Hardware Company, 
whose General Manager, Mr. Charles E. Adams, re- 
cently made the following statement regarding its 
plan: 

We had considered putting in this restaurant for 
a long while; but the greatest obstacle that always 
confronted us was in that we had practically no room 
of any kind to spare. In our factory we are crowded 
and use every available corner for the manufacture 
of our goods, running twenty-four hours a day. We 
started our kitchen in a small room, 9x9 feet, with 
gas stove, and began selling coffee and sandwiches. 
We soon found, however, that we were obliged to 
go into it more extensively; and we abandoned the 
original kitchen, which we now use as a serving 
room, and extended our kitchen down the light well, 
between two factory buildings, about 40 or 50 feet. 
As our kitchen stands now it measures about 7 x 50, 
being right in between our rolling mill building and 
factory. Of. course it was impossible for us to have 
any room for the men to eat in, but we overcame 
this by giving each set of six men or more a folding 
table, which they keep around in different corners of 
the factory, some hanging them on the wall and 
some standing them up behind machines and benches. 



*JO EMPLOYER AND EMPLOYES 

Any set of six men may have these tables, and they 
appoint one monitor, but he must not be a man that 
runs a machine. This monitor can take the order 
from the other men, and is allowed to take their bas- 
ket up to the kitchen with their order at n o'clock, 
and these baskets are packed according to their or- 
der. The monitor is then allowed to stop work five 
minutes before the whistle blows, come to the kitchen, 
and take the baskets to wherever the tables are lo- 
cated. In this way we get rid of the great rush at the 
window as soon as the whistle blows. All those that 
do not form sets, then come up to the window and 
receive whatever they order. We serve about 400 
men on our day turn, and as a rule, we are through 
serving in about ten minutes after the whistle blows. 

Each man is supplied with a small porcelain-cov- 
ered pail, which he takes care of. We put little cup- 
boards up all around the factory, that are divided off 
very much as a cup case in a barber shop, and each 
man has his pigeon-hole to keep his pail in. 

We started out with a gas stove, but now we have 
put in a hotel range, the most expensive part of the 
outfit. Of course, we bought it after we had had 
some experience, and we felt that we could afford to 
pay about $95 for this range. Aside from this the 
furnishing are simply pots and pans of different de- 
scriptions, which would probably run the expense 
up to another $ico, all told. We serve a pint of 
coffee for one penny, and on this we lose money. 
We lose more than we ordinarily would if it was not 
perhaps a hobby of Mr. C. E. Adams to have the 
finest coffee that can be made, and we are using: the 



EMPLOYER AND EMPLOYES 7r 

best of cream. However, of course, very good coffee 
can be bought in large quantities, for 8c. and 10. per 
lb. ; and if boiled milk was used, this coffee could 
easily be sold at ic. a pint, which would make about 
three ordinary coffee cups of coffee. The balance 
of our bill is as follows : Sandwiches, all kinds, 2c. 
each ; Hamburg steak, i slice of bread, 2c. ; pork sau- 
sage, i slice of bread, 2c. ; pork and beans, i slice of 
bread, 3c. ; half doz. crackers and cheese, 2c. ; pie, all 
kinds, 3c. per cut ; tablespoonful of mashed potatoes, 
ic. ; cooked meats, 1 slice of bread, 6c; puddings, 
3c; oyster soup (on Friday), 5c. per plate; other 
soups, 2c. and 3c. 

On some of these items we make a small profit, to 
cover waste. We serve the different articles on a 
paper plate, and always serve them .on a slice of 
bread. 

We consider that the restaurant pays, and, at the 
present writing, would not think of giving it up. We 
believe that a restaurant can be run so as to pay all 
expenses at the prices that we have given; but we 
consider that we can well afford to pay a little bonus 
to run this, as we are certain that it is a paying in- 
vestment for us. Our office people also eat at the 
works. We found very early that it was something of 
a nuisance to have them eating in their offices, so we 
built a small dining room for them. On account of 
the scarcity of room, we were obliged to build this 
on top of our warehouse bins, so that it is not an ele- 
gant affair, but answers the purpose. 

Other Examples. — The Pope Manufacturing Com- 
pany, of Hartford, Conn., has a lunch counter at 



72 EMPLOYER AND EMPLOYES 

which the men may buy their food at cost price. A 
variety is always supplied of good quality. The 
lunch room seats 1,000. After dinner it may be 
used as a smoking room, or the men may enjoy 
games or reading in adjoining rooms. 

The Sherwin-Williams Company, of Cleveland, 
has two dining rooms for its two hundred employes, 
one for the women and office force and one for the 
factory men. The Company furnishes a cup of coffee 
and one other item, the men adding what they desire 
or buying from the Company at low rates. The meals 
are served in a neat room with good tables, with well- 
equipped kitchen adjoining. The menu is changed 
from day to day. It is possible to get a good lunch 
for from eight to twelve cents. The room is pat- 
ronized by office and factory men alike, and officers 
of the Company frequently may be seen taking lunch 
at the tables with the men. 

The Cleveland Twist Drill Company has a large, 
cheery room in which are three long tables seating 
about 270. The men are divided into groups of 
eight, each group having one of its number as mon- 
itor or waiter for a period of two weeks. The order 
is given each day for the next and is made out from 
a card regularly posted. The character of the menu 
may be seen from the following : 

Pea Soup ! 2 cents 

Roast Lamb 3 cents 

Stewed Tomatoes 1 cent 

Mashed Potatoes 1 cent 

Ham Sandwich 2 cents 





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EMPLOYER AND EMPLOYES 75 

Cheese Sandwich 2 cents 

Bread Pudding 2 cents 

Mince Pie 3 cents 

Coffee 1 cent 

Tea 1 cent 

Ginger Snaps (five) , 1 cent 

Crackers . . . ; 1 cent 

Careful organization and sending a few men in ad- 
vance to begin the service enables all to have their 
lunch in the half-hour allowed at noon. 

A large Chicago office has recently introduced the 
custom of serving tea and wafers to its force of 
young women stenographers at three o'clock each 
afternoon. This is done simply to give proper stimu- 
lant during the weary last hours of the day. 

A large number of companies now provide com- 
fortable lunch rooms for men and women. The pur- 
pose in almost all cases is to give healthful food, 
pleasant surroundings, and to counteract the evil of 
cold lunches and bad environment during the noon 
hour. Among companies whose experience may be 
valuable are Swift & Co. who furnish at their Stock 
Yards in Chicago, lunches for their two thousand of- 
fice people; the Acme White Lead and Color Works, 
of Detroit; the T. B. Laycock Co., of Indianapolis; 
Fels & Company, Philadelphia ; the Bullock Electric 
Manufacturing Company, of Cincinnati ; H. J. 
Heinz Co., of Pittsburg, and the Carnegie Co., of 
Pittsburg. 

In nearly all cases the employers equip the plant 
for this purpose as their contribution to the enter- 



76 EMPLOYER AND EMPLOYES 

prise. The usual custom is to make the charges only 
such as will cover the cost of supplying the lunch 
itself. In most of these instances, instead of paying 
for the meals in cash, the men pay for them in meal 
tickets which are provided by the company and 
which may be bought in sums of 25c, 50c, and $1. 
This is found to be much more satisfactory than to 
attempt to make change on each occasion. 

A feature which has attracted much attention is the 
lunch for officers and heads of departments, either 
provided at the expense of the company, as done by 
the N. C. R. Co., Bullock Electric Co., and others, 
or at low cost which is paid by those who participate. 
Here about a table handsomely decorated with plants, 
the men who do the planning for the company, lunch 
together, and talk over many features of the business. 
The aim in every case is simply to furnish a plain but 
attractive luncheon. 

The companies named above have been used sim- 
ply as examples of various methods adopted by dif- 
ferent employers, each adapting his plans to his own 
special needs. The testimony of all is that the com- 
paratively small amount involved finds abundant re- 
turn in improved physical condition of workmen and 
in greater satisfaction. This feature of this topic 
has been given especial prominence because of the 
practical character of the methods, the evident return 
to the employer for his thoughtfulness and the cer- 
tain improvement of the condition and comfort of the 
employes. 

Factory Auditorium. — The H. J. Heinz Co. 
has, among its many striking features, an au- 




PREPARING COFFEE fOR EMPLOYES (d) 




CASE FOR HOT LUNCHES (e) 



EMPLOYER AND EMPLOYES 79 

ditorium occupying the third and fourth floors 
of its new building and having seating accom- 
modations for 2,500. The hall is placed at the 
disposal of its employes for entertainments, lectures, 
social occasions and concerts. Corridors connecting 
with the other buildings and elevators enable the em- 
ployes to gather quickly in the auditorium at the 
noon hour for a brief talk from some visitor or from 
some head of department. 

The " Advance Club Hall " of the National Cash 
Register Co. is a handsomely fitted room seating 
about four hundred. It is situated in the Administra- 
tion Building and is open at ail proper hours to the 
employes and people of the neighborhood. In it 
meet the factory clubs, the k ' Pleasant Sunday After- 
noons," and the Agents Training School. Here are 
held the various gatherings of employes. It is seated 
with opera chairs and fitted with a stage and scenery, 
a stereopticon and other essentials of a convenient 
hall. 

The T. B. Laycock Co. has a Factory Assembly 
Room, as have a number of other factories, situated 
in the factory building and convenient for frequent 
use, the room being simply one that could be taken 
and not one erected for the purpose. 

Factory Club Houses. — A more permanent 
method of furnishing pleasure, conveniences and 
instruction is found in the so-called " club 
houses " of a number of prominent manufac- 
turers. These are usually social and educa- 
tional centers for the employes and their families. 
Some are practically free to the working people; 



So EMPLOYER AND EMPLOYES 

others have a fixed fee which pays part of the ex- 
penses. One of the earliest of these efforts was 
that of the Warner Brothers at Bridgeport, Conn. 
On a corner opposite their factory, this company 
erected, in 1887, a dub house of the first rank for 
beauty and convenience. This is a brick and stone 
building, presenting a striking architectural effect 
and is open all through the day and evening. The 
original purpose of this plan was to provide a good 
opportunity for a warm lunch for the employes, as 
the company has a very large number of women 
workers. The building, therefore, contains a lunch 
room, with every convenience, on the lower floor. 
Above, are parlors, music and reception rooms, toilet 
and bath rooms, reading room and library, a concert 
hall seating 500 people, amusement rooms and lodg- 
ing rooms. In connection with other plans, there 
are a number of classes in literature, music, shorthand 
and other subjects of interest and value to women. 
In addition, there are sewing machines for the use 
of employes doing their own mending and sewing. 
These plans have shown the Warner Brothers 
to be employers full of thoughtfulness and help- 
fulness. 

The Steel Works Club of Joliet, 111., has a thor- 
ough organization, its object being the promotion of 
healthful recreation and social intercourse among 
its members, and offering opportunities for physical, 
intellectual, scientific and moral culture. It is 
open to employes of the Illinois Steel Company upon 
a membership fee of $2.00 per year. Its building 
was erected by the company in 1889 at an expense of 



EMPLOYER AND EMPLOYES 83 

$53,000.00. It has a gymnasium, baths, swimming 
pool, hand ball court, bowling alleys, reception and 
reading rooms, library, amusement rooms and a 
hall seating 1,100 people. It has also class rooms 
with free instruction for men, young women and 
boys. The sons of members from nine to sixteen 
years old may enjoy some of the privileges of the 
building upon the payment of a nominal sum. It 
has a number of musical societies, a kindergarten, 
song services and other special opportunities for vari- 
ous classes of employes. 

One of the handsomest and most practical build- 
ings for employes is the Casino, erected in 1899 by 
President Edward Holbrook of the Gorham Mfg. 
Co., for the use of the employes of that company. It 
is situated on ground adjoining the company's fac- 
tories at Elmwood, R. I. The immediate purpose is 
to furnish a delightful lunch room for the employes, 
but with this the Casino furnishes a handsome gather- 
ing place, reading room, rest room, baths and other 
conveniences. This is a T-shaped building with a 
frontage of 78 feet and a depth of 35 feet, with a rear 
extension of 48 x 35 feet. A broad veranda extends 
the entire length making a delightful rendezvous in 
summer. Then there is a large dining room for the 
men, and a smaller one for the women, in which 
lunches are served at cost, and a private dining room 
for the president and officers where guests may be 
entertained at any time. The entire arrangement 
for lunch is in charge of a competent chef. On the 
same floor is a library and reading room well 
equipped with comfortable chairs and supplied with 



84 EMPLOYER AND EMPLOYES 

books, daily papers, and periodicals. On the second 
floor are sleeping rooms and lavatories for the use 
of officers and visitors. In addition, there are splen- 
didly equipped bath rooms. In the basement there 
is a cycle room with a capacity for 400 wheels with a 
man in charge to take care of them. There are also 
large well-fitted bath rooms in this basement. The 
building is well finished and lighted and will serve 
as a lesson to the employes in good taste and good 
building as well as a pleasant and restful place. The 
running expenses are met by the company which 
furnishes the corps of attendants. The privileges 
of this Casino are free to the employes. The build- 
ing is surrounded by beautifully laid out grounds 
with driveways and beautiful entrance. 

The employes of the Eagle & Phoenix Mills at 
Columbus, Ga., have the advantages of an admirable 
club house under the organization of the " Eagle & 
Phoenix Club. " The plan has been consummated 
through the effort of President Gunby Gordon of 
this company. The club house is a large handsome 
building 40 x 100 feet. It contains an auditorium 
seating 600; a gymnasium; a library with 1,000 
books ; a spacious reception room and parlor ; reading 
rooms ; evening class rooms ; bath and locker rooms ; 
and game and billiard tables. The company employs 
a superintendent, gymnasium director, and porter, 
and pays the general expenses of the Lyceum course 
which is open to employes and their families. Even- 
ing classes in mathematics, drawing and other sub- 
jects, important in the management of the business, 
are provided. As soon as it is possible, it is the in- 



EMPLOYER AND EMPLOYES 85 

tention of the company to add apartments especially 
for the women employes, together with classes in 
physical culture, domestic economy, and such educa- 
tion as will be most beneficial. The initiation fee is 
$1.00, with monthly dues of 25c. This money is used 
for special features under direction of the members. 
Within a very short time after its organization the 
club had a membership of 300 with a daily circula- 
tion of from fifty to seventy-five books from the 
library. 

The Briar Cliff farms, of nearly 8,000 acres, near 
Scarborough on the Hudson, are unique in their 
management and worthy of note, both in what is 
done for the people and for the care of the animals 
about the farm. The " communal home, " often 
called the hotel, is a building w T ith comfortable and 
ample accommodations for the large number of men 
employed on the farms. This communal home con- 
tains 70 individual bed rooms, each built about a 
large central hall which is used for meetings, enter- 
tainments and smoking rooms. To the right of the 
hall is a large parlor and reading room provided 
with books, magazines and papers. To the left, a 
commodious private dining room and kitchen. The 
tuilding is well supplied with all conveniences for 
the men. The social center is the church, around 
which are a number of social and literary organiza- 
tions. 

The Celluloid Company, of Newark, N. J., has a 
club building with the usual reception, reading and 
committee rooms, parlors, billiard and card rooms, 
bowling alleys, a double rifle range and a place for 



86 EMPLOYER AND EMPLOYES 

cycle storage. This is entirely for the employes of 
the company. 

Mrs. Sidney Laughlin and her son have recently 
given to the employes of the Cleveland Axle Com- 
pany at Canton Ohio, a club house for the sole bene- 
fit of the employes of that company. The building 
cost about $10,000 and is well equipped as a social 
center. The running expenses are assumed entirely 
by the company. The management is exclusively in 
the hands of a House Committee of five employes 
selected each year. Every employe has the privilege 
of the club house without expense. He simply signi- 
fies his willingness to go upon the membership roll. 
The building is used for entertainment and for edu- 
cational purposes. 

IV. In Mental and Moral Training 

Provision for physical comfort and improved 
health and recreation are not the only methods by 
which this personal thought is shown to employes. 
Interest in their mental growth is just as essential to 
the employer and as valuable to the employe. Oppor- 
tunity carefully protected is the best incentive to the 
best education and highest training. Beginning with 
apprentices, some employers carry this through their 
entire system. 

Apprentices. — The Enterprise Manufacturing 
Company of Philadelphia, has a very thorough sys- 
tem of apprenticeship agreement. It requires the 
applicant to be over sixteen years of age, to have 
completed the grammar grade of the public schools, 



EMPLOYER AND EMPLOYES 89 

or its equivalent, with an average of not less than 80 
per cent, and to be in sound health and of good char- 
acter. On its part, the company agrees to afford 
from " competent instructors, all the instruction, op- 
portunities and assistance needful " to acquire the 
trade which he undertakes. The agreement specifies 
the hours of labor, amount of wages, varying from 
$3.50 to $7.50 per week, the conditions of relations 
with employers, and the promise of the company to 
pay $100 on satisfactory completion of the appren- 
ticeship. It is signed by the company, the apprentice 
and his parent or guardian. 

The Gorham Manufacturing Company of Provi- 
dence, R. I., has a printed " Terms of Apprentice- 
ship " in which matters of age, trial service, period 
of apprenticeship, lost time, overtime, payment, pre- 
miums, conduct and certificate are all carefully ar- 
ranged. By these terms each candidate serves three 
months on trial. He then serves a period of five or 
more years. He is paid at from $3 to $7 per week. 
In addition to this, an apprentice may earn premiums 
by diligence and efficiency in work. These premiums 
amount to from $25 to $100 per year. The appren- 
tice is marked upon a system of merits and demerits, 
based upon adaptability, application, skill or perfec- 
tion of work, rapidity and general conduct. This 
agreement is signed by the company, the apprentice 
and his parent, or guardian. 

The reason for this effort of encouragement of 
thorough apprenticeship is stated as follows : 
" There is not now the attraction to young boys 
to learn trades that there was twentv or thirty 



90 EMPLOYER AND EMPLOYES 

years ago. Especially during the past year have 
we felt the need of skilled workmen thoroughly 
instructed in their particular line of work. Plenty 
of half educated pretenders were ready to be em- 
ployed, but the superexcellent tradesmen were very 
scarce. We have therefore adopted a new form of 
apprenticeship papers (with the idea of making the 
trades attractive to our bright boys), which has been 
taken up by the boys with great zest. They are 
marked by percentages, as they would be in school, 
and the premiums are distributed on that basis. We 
are preparing a beautiful engraved diploma, which 
will be highly prized by our graduate apprentices. " 

The same idea is carried into effect by the National 
Cash Register Company, a certificate of a completed 
apprenticeship being given upon the occasion of the 
distribution of prizes. 

Suggestions of Employes. — To encourage men to 
think of better methods and to improve their own 
work as well as their employers', prizes for sugges- 
tions are now offered in many factories of the coun- 
try. The purpose of this idea is to lead employes to 
look beyond the mere details of the work upon which 
they may be engaged and try to have a broad idea of 
their own work and of the interests of their em- 
ployers. Very frequently in factories, the superin- 
tendent and foremen decline to accept suggestions of 
employes, or, as is often charged, appropriate any 
suggestions to their own advantage. The purpose 
of the plan in all the cases here mentioned is to give 
the men themselves an opportunity to express their 
ideas and to have them considered by those who will 



EMPLOYER AND EMPLOYES 9 1 

give them proper credit. This plan of prizes for 
complaints and suggestions was originated by The 
National Cash Register Company and has been by 
it carried out to the fullest extent. Its remark- 
able success has commended it to scores of employers 
both in this country and in Europe, so that now in a 
large number of places cash prizes are offered, in 
smaller or larger amounts, for the best ideas sug- 
gested by employes. 

Plan for Adoption. — When it was determined by its 
originators to adopt this idea of suggestions, a meet- 
ing was called of the employes and the whole plan 
explained fully to them. This avoided, at the very 
beginning, objections and difficulties that might be 
aroused in the minds of the employes themselves, by 
showing that the purpose of the company was to en- 
courage the employe and to give him a fair oppor- 
tunity rather than to bring any special advantage to 
itself. Following this, printed bulletins were posted 
in every department of the factory announcing the 
prizes, the amounts, the time for competition and the 
methods of examination, these bulletins being promi- 
nently placed before the employes as a daily reminder 
of their opportunities. The scope of suggestions in 
almost all cases includes methods of management, im- 
provement in tools, cheapening the form of handling 
of work, changes in appearance of buildings or 
grounds, or any other items of interest or practical 
value for the business or for the comfort or the help 
of the employes. In every case, the offer of prizes for 
suggestions is open to all employes except heads of 
departments and their first assistants, or those em- 



92 EMPLOYER AND EMPLOYES 

ployed on regular salaries. The purpose of this re- 
striction is to encourage the rank and file of employes 
to suggest for themselves without fear of competition 
from those whose positions give to them better oppor- 
tunities. 

Different Plans. — The method of making sugges- 
tions is practically the same in all concerns. In the 
originator's plan and in most of the followers, its 
autographic registers are placed in every depart- 
ment, on which the suggestor writes what he has to 
say, the register itself making a duplicate copy. The 
original is torn off and kept by the writer, while the 
duplicate is locked within the register. In some fac- 
tories, a small box is used into which the employe may 
drop his written suggestion at any time. In still 
other cases, a box is supplied with a tablet of paper 
hanging by its side ready for use. In some cases 
only one box is used, stationed near the office. In 
others, a box is placed in each of the buildings of the 
factory. Opportunity is always given to the person 
making the suggestion to explain the details of his 
idea in person, if desired. 

How to Decide. — The suggestions having been 
made, the secretary of the Factory Committee, or 
some person appointed for the purpose, gathers these 
written statements and examines them. In every 
case, the receipt of the suggestion is immediately ac- 
knowledged and the thanks of the company expressed 
for the interest of the employe. This acknowledg- 
ment has been found to be an important matter in 
the plan as it at once leads the employe to see that his 
thoughtfulness is recognized. In many cases, these 



EMPLOYER AND EMPLOYES 95 

acknowledgments have been kept by the employe 
and furnish to him capital, as they prove his thought- 
fulness for his employer's interests. These sugges- 
tions after proper record and examination by the 
committee or person to whom they are first pre- 
sented are considered by persons who are especially 
qualified to determine, who examine them carefully 
and decide upon their practicability and their value. 

Amount of Prizes. — The length of time for which 
the competition extends and the amount of resulting 
prizes vary in different places. The National Cash 
Register's plan is to offer fifty diplomas and prizes 
amounting in the aggregate to $690, ( $50, $40, $30, 
$25, $20; fifteen of $15; thirty of $10,) each six 
months, dividing the calendar year into two equal 
parts. This is also the plan of the Cleveland Hard- 
ware Company, which offers $100, divided into six 
parts of from $5 to $50, and the Enterprise 
Manufacturing Company which offers fifteen 
prizes amounting to $250, from $5 to $50. 
The Eastman Kodak Company offers sixteen 
prizes amounting to $150, ($40, $25, $15, $10, 
and twelve of $5 each) quarterly, reserving the 
right to withhold the first prize if, in any quarter, 
the first suggestion does not seem of sufficient value 
to merit the prize. This prize is afterward given 
for any suggestion of special merit in addition to the 
regular prize. At the end of the year, a special prize 
of $100 is given for the best suggestion made by an 
employe during the year. 

The Chandler-Taylor Co., Indianapolis, offers 
prizes for four classes of suggestions. First: For 



96 EMPLOYER AND EMPLOYES 

changes to improve the product. Second: For 
changes in machinery to secure better results; 
Third : For general suggestions ; Fourth : For 
improving the office work. It offers three prizes 
of $15, $10 and $5 for the first three classes, and a 
$10 prize for the fourth class. 

The Russell & Erwin Manufacturing Company, 
New Britain, Conn., announcing its plan, said : " We 
intend that every man in the company's employ shall 
have a full opportunity to prove his value. " The 
company offers prizes for general suggestions as well 
as special. 

Among other companies which have adopted this 
idea and have carried out plans very similar to those 
already suggested, are the Acme White Lead Works, 
Detroit; the A. B. Chase Company, Norwalk, Ohio; 
the T. B. Laycock Company, Indianapolis; the Pur- 
ina Mills, St. Louis ; G. & J. Weir of London and 
Glasgow ; C. F. Bally & Sons, Schoenwerd, Switzer- 
land; Lever Brothers, of Port Sunlight, England; 
the Farrand & Votey Organ Company, Detroit ; the 
Parry Manufacturing Company, Indianapolis ; the 
Remington-Sholes Company, Chicago and the 
United States Printing Company, Cincinnati. 

Prize Distribution. — The occasion of the distribu- 
tion of these prizes is made one of pleasure and in- 
terest to the entire company. The idea is not so much 
the simple giving of a small amount in prizes, as of 
using the opportunity for encouraging good will and 
pleasure among the people. The program for such 
occasions may include music, addresses, entertain- 
ment by any clubs or organizations connected with 



EMPLOYER AND EMPLOYES 9 7 

the factory, stereopticon exhibition, or other fea- 
tures that will be of pleasure and profit. An after- 
noon in summer or an evening in winter may be 
used easily. In some cases a company picnic is 
planned, and an entire day filled with entertain- 
ment. In other cases very delightful social even- 
ings have been arranged for such events. Special 
badges issued for the prize winners add to the 
dignity and honor of the diploma and prize. Some 
companies find it profitable to expend as much in the 
entertainment of such occasions as is done for the 
prizes. A typical afternoon and evening's enter- 
tainment was the following: 

SYNOPSIS OF THE DAY'S ENTERTAINMENT 

2:00 — 2 :30. Music — N. C. R. Band Amphitheatre 

Games, Daylight Fireworks The Grove 

2 130 — 4 130. Presentation of Prizes and Exhibition of 
Advance Department Amphitheatre 

4 -30 — 5 :30. Music — Weber's Military and N. C. R. Bands. 

Dancing The Grove 

Tug of War, Polishers and Foundrymen 

The Grove 

Domestic Economy Exhibit 

Domestic Economy Tent 

5 '30—7 :oo. Supper Booths in the Grove 

6:00 — 7:30. Grand Concert — Weber's Military Band 

Amphitheatre 

7:30 — 9:00. Addresses by Officers of the Company, 

Agents and Guests, and Stereopticon 

Entertainment Amphitheatre 

9:00 — 10:00. Grand Fireworks Display. 

10 : 00 — 11 :oo. Dancing Amphitheatre 



98 EMPLOYER AND EMPLOYES 

The result of this plan has been remarkably suc- 
cessful in every case. . Employers are expressing 
their opinions as being thoroughly satisfied with the 
undertaking. 

Education. — Realizing the value of special educa- 
tion, many of the leading employers have been active 
in encouraging practical training both in their own 
works and in the educational institutions of the com- 
munity. Some of them in connection with their club 
houses, as already indicated, have regular night 
classes, usually adapting these classes to their par- 
ticular business or to the needs of their own employes. 

Factory Classes. — One of the most thoroughly de- 
veloped instances of special education is in Philadel- 
phia. Mr. John B. Stetson, the manufacturer, real- 
ized that there were two different difficulties to be 
overcome before the best hats could be made. These 
were, first, to secure the finest class of material pro- 
duced, and the other to obtain a much higher order of 
workmanship than it was at that time possible to se- 
cure. He therefore, and for the same reason, set out 
upon a plan of education similar to that of the Na- 
tional Cash Register Company. For this purpose 
evening classes, lecture courses and a library were 
established giving to every mechanic an opportunity 
for improving his ability. A well-equipped gymna- 
sium was erected for physical education. 

Domestic Economy. — The young women of the 
company last mentioned have instruction in sewing, 
dressmaking, millinery, cooking and housekeeping 
under a competent teacher who is a graduate of a 
large technical institute. These classes are open to 



FACTORY EDUCATION 




A COOKING CLASS (b) 




CLASS IN THE CHEMISTRY OF PAINTS (d) 




DEPARTMENT RECORD (d) 



LofC 



EMPLOYER AND EMPLOYES IOI 

all upon the payment of the small fee of 50c. a year 
to cover the cost of materials. The work is graded 
and gives to the members of the classes a course very 
similar to that pursued in the best industrial schools. 
The hours of instruction are once a week following 
immediately after the close of working hours. Usu- 
ally a light lunch is taken, the lesson beginning at 
5:30 and lasting until 7:30. This method has been 
found to be very practical and very successful. 
The same privileges are open to the girls of the 
neighborhood on other nights, the advantages of 
training in domestic economy thus reaching the 
homes of the neighborhood. Rowntree & Co., of 
York, England, offer lessons in dressmaking to all 
the young women in their factory, charging 4c. for 
each lesson. 

In a number of the great retail and wholesale 
houses of the country, there are schools for clerks 
similar to that of Daniels & Fisher, Denver. All 
employes of this house under eighteen are included, 
being divided into six divisions, with four classes 
reciting forty minutes each session. The hours are 
8:30 to 11 130 each day except Monday. The course 
of study includes the usual common school branches 
and a study of current events from the daily papers, 
regular text-books being provided. A well-equip- 
ped school room is set apart for the school, and the 
result of the effort fully justifies the expense. John 
Wanamaker, Philadelphia, in connection with nu- 
merous other special features, lunches, etc., for his 
employes, has schools for training and culture., 
meeting at regular hours. 



102 EMPLOYER AND EMPLOYES 

Aiding Other Organizations. — It is well known 
that the leading manufacturers in the country are 
constant supporters of the public schools, technical 
schools, colleges and educational departments of the 
Young Men's Christian Associations and the Young 
Women's Christian Associations. The existence in 
a large number of the leading cities of the country 
and in many railroad centers, of the building 
and rooms of the Young Men's Christian Associa- 
tion and the Young Women's Christian Association, 
has enabled many employers to influence large num- 
bers of their employes to take up regular work at 
night. The high class of work accomplished by these 
special schools is commending them to employers 
and manufacturers generally. The correspondence 
schools also have been found to be valuable assistants 
in many cases. The testimony of many employers 
is that it is wiser for them to encourage attendance 
upon these regularly organized schools than to form 
classes in their own factories. There are few com- 
panies in which the employes are so closely grouped 
as to enable the factory people to control entirely 
the plans of any system of education. 

The Stereopticon. — One of the unique things in 
the National Cash Register Company, and one of 
the most valuable means of instruction, is its collec- 
tion of 7,000 lantern slides and its stereopticon for 
the entertainment and instruction of employes and 
the community, thus affording opportunity for prac- 
tical talks on travel, health, science and mechanics, 
often surpassing those for which good fees must be 
paid in public entertainments. In its training of men 



EMPLOYER AND EMPLOYES 103 

by the company, these slides, especially those per- 
taining to mechanics, were found to be exceedingly 
valuable. Many of them were crude in form and 
made hurriedly to illustrate talks on the lathe, on 
right methods of measurement, on special machinery, 
etc., but they served their purpose and showed how 
valuable even in a factory is this method of instruc- 
tion. This appeal to the eye as well as to the ear en- 
forces every form of instruction. 

Special Classes. — Special classes for instruction 
in specific subjects related immediately to the busi- 
ness have been formed in many places and conducted 
long enough to give training to all who need it. The 
Acme White Lead Works has a class in the chemistry 
of paints ; the Cleveland Window Glass Company a 
laboratory for experimenting and testing, as well as 
instruction with regular weekly lessons attended 
by most of the employes ; the Bell Watch Case Com- 
pany, Mansfield, O., through the Y. M. C. A., a class 
in watch case engraving. 

Meetings of Employes. — Continuing this purpose 
of encouragement of mental training, in a number of 
organizations there are regular meetings of employes, 
often on the company's time, for the discussion of 
factory or factory problems. The " Advance Club " 
of the National Cash Register Company is composed 
of heads of departments, their assistants and their 
clerks, with men and women selected from the rank 
and file for each occasion. It meets on the company's 
time, in the company's hall, upon call of the presi- 
dent or other officer, for the discussion of special 
problems of manufacture or business. In it every 



I04 EMPLOYER AND EMPLOYES 

man may express his opinion without fear, thus of- 
ten giving valuable suggestions about important mat- 
ters. The appointment of committees for specific ob- 
jects enlists many men, and by thus affording know- 
ledge of the business and its needs and by giving an 
opportunity for suggestions and criticisms, employes 
are trained to think and plan for themselves. 

The " Committee Idea ". — The " committee idea " 
of organization has in it many excellent features. In 
its application, it is as varied as the concerns adopting 
it, each changing it to meet its own conditions. In 
the main the plan includes the assignment of specific 
duties to small groups of men who consult and carry 
out details, reporting to the president, manager or 
other specified officer. Some of these committees 
are permanent, others special for temporary purposes. 
The idea has been fully developed by the National 
Cash Register Company which has carried it into ef- 
fect in all departments of its business to the extent 
of substituting a " Factory Committee " for super- 
intendent in the supervision of the factory. One of 
the best adaptations is that of the Acme White Lead 
Works, where a series of committees has been 
formed, composed of those familiar with various de- 
partments, for direction of details in office and fac- 
tory. Here an " Executive Committee " composed 
of five officers of the company, has power to pass 
upon any decisions of the subordinate committees. 

Conventions — An idea originating years ago with 
the Messrs. Patterson, but now adopted by many 
others, though by none used so extensively as by its 
originators, is the convention of agents or salesmen, 




A " TRAVELING LIBRARY " IN THE FACTORY AT NOON (t>) 




THE MEN'S READING AND REST ROOM (f) 



EMPLOYER AXD EMPLOYES 107 

officers and factory operatives for the discussion of 
business problems. All the agents, frequently from 
the entire world, are called in for from three days to 
a- week and the time is given to a thorough discussion 
of the many problems which arise in any large busi- 
ness. This idea has been found to be practical also 
even in small concerns, and has brought many good 
results. 

Library and Reading Room. — The library and 
reading rooms are among the forms of assistance 
which are found to be most helpful. Many com- 
panies confine their books and periodicals to technical 
publications, while others supply general and miscel- 
laneous reading. In some cities the public libraries 
arrange to establish at the factories branches for the 
circulation of a selection of books which may be 
changed at regular intervals of a month or more. It 
has been found by experience that it is best to adopt 
this latter form as many employes will gradually take 
up the higher class of books as a result of the read- 
ing habits formed from their miscellaneous reading. 
The experience of the Cleveland Hardware Company 
has been especially gratifying in this respect. The 
problem which usually comes to employers in this 
connection is to know what magazines would be the 
most popular and most practical. Experience in a 
number of factories suggests the following as good 
and the most popular : Review of Reviews, Amer- 
ican Machinist, Gunton's Magazine, Cosmopolitan, 
McClure's, Century, Harper's Magazine, Great 
Round World, Harper's Weekly, Ladies' Home 
Journal, Cassiers, Scribner's, Success, Life, Outlook, 



Io8 EMPLOYER AND EMPLOYES 

Engineering Magazine, Public Opinion, St. Nicholas, 
Scientific American and Youth's Companion. In ad- 
dition to these are the usual technical or trade jour- 
nals most directly connected with the business itself. 

A " Traveling Library ".—The National Cash Reg- 
ister Company, in connection with its library and 
reading room, has a plan by which each day at noon 
a collection of books is taken into some of the de- 
partments of the factory where they may be exam- 
ined by those who belong to that department or to de- 
partments in that section of the building. This has 
been particularly useful in encouraging an increased 
use of the library and has resulted in an enlargement 
of the number of regular readers. 

Personal Effort. — Not the least of the unique fea- 
tures of the " Roycroft Shop/' East Aurora, is its 
effort to cultivate the special ability of different em- 
ployes. The buildings are beautiful— with attract- 
ive surroundings, the work rooms are clean and 
cheerful, and all is done to encourage the best 
thought. But beyond this each employe is encour- 
aged to draw, illumine texts, carve, design or 
decorate as he or she may show ability. Instruc- 
tion is given and fullest personal freedom is allowed 
in the work. The result is a community of enthu- 
siasts. No effort is made at speedy enlargement or 
undertaking many things, but one thing at a time 
is done. 

Factory Periodicals. — One of the most popular 
features of many concerns is the factory periodical. 
The purpose of this is usually the cultivation of a 
warmer feeling among the employes or the giving of 



EMPLOYER AND EMPLOYES 109 

definite instruction to employes and agents regarding 
details of manufacture and sale. This periodical 
varies in character with the concern which publishes 
it. In some cases, it is simply a four-page leaflet ; in 
others, a handsome magazine, beautifully illustrated. 
Among these periodicals are the " N. C. R." of the 
National Cash Register Company, a semi-monthly 
magazine very beautifully made ; the " Guidon " of 
The Lowe Brothers Company ; the " Chameleon " of 
the Sherwin-Williams Co., " Thoughts," of the 
Acme White Lead Co. of Detroit ; " Progress/' of 
the Lever Brothers; *' Factory News," of the T. B. 
Laycock Company; " The Suggestions Bulletin," of 
the Eastman Kodak Company ; " Pickles/' of the H. 
J. Heinz Company ; " The Tiger," of the Stoddard 
Manufacturing Company; all of which are hand- 
some specimens of modern printers' art. If we may 
judge by the care shown in the editing of these peri- 
odicals, we must conclude that the companies repre- 
sented believe them to be valuable adjuncts to their 
business. Some are devoted to local and factory 
matters, others to methods of selling or making ; 
some are monthly and some semi-monthly ; most of 
them are illustrated with views of special features of 
factory life ; all are especially for distribution among 
employes, agents and friends of the company. 

Recreation. — Rational recreation has come to be 
recognized as one of the means of encouraging the 
best effort among employes, and opportunity is sup- 
plied by many in the " club houses " already referred 
to, in the parks or grounds which surround some 
factories, and in gymnasiums, play grounds, etc. 



IIO EMPLOYER AND EMPLOYES 

The employe's association of Siegel-Cooper Compa- 
ny, New York, in addition to the usual benefits pro- 
vides a week's outing for its members. At Ferris 
Brothers' factory is a large room with a piano for 
dancing and singing at the noon hour, and with appa- 
ratus for regular exercise. The National Elgin 
Watch Company provides a gymnasium with oppor- 
tunity for exercise open to every employe. The Na- 
tional Cash Register Company's employes have fre- 
quent social receptions, with music and dancing A 
large lot furnishes space for tennis, quoits, etc. — 
which are very popular. The Pope Manufacturing 
Company allows the use of one of its large rooms 
for social occasions. The village largely controlled 
by the factory in their midst, nearly always have 
groves or parks for recreation. 

V. Special Attentions for Women 

The question of the employment of women is a 
very important one in this country. The rapid in- 
crease in the number of women at work in the facto- 
ries of our land makes it one of the most significant 
subjects. That this class of labor is necessary no one 
denies. How to do for the women so that their wo- 
manhood may be cultivated while securing the best 
results from their work, is the practical problem. A 
prominent and thoughtful employer of women in a 
large mill recently said that he was certain that work- 
ing in one of these mills for five or six years practi- 
cally destroyed the womanhood of every employe. 
This ought not to be, and such a condition certainly 
requires very thoughtful and careful consideration. 













- 


1 






gill 








wii'Tiiiiriii 



SERVING TEA DURING WORK HOURS (t) 



EMPLOYER AND EMPLOYES 113 

Women are especially sensitive to their surround- 
ings and to their opportunities and they will soon 
respond to everything done for them with a loyalty 
and enthusiasm that is not known where men alone 
are employed. 

Shorter Hours. — Among the most desirable things 
is the matter of shorter hours for women. The ex- 
perience of a number of leading manufacturers has 
indicated that equal results may be obtained in many 
forms of manufacture in the shorter hours. Fels & 
Company of Philadelphia, gradually reduced the 
time of their women from ten to eight hours, girls 
working five days in the week. At the same time, the 
wages have been practically increased. The Lever 
Brothers' Company has had a similar experience. 
The National Cash Register Company in the same 
manner reduced its hours for women from ten to 
eight, bringing them to their work at 8 :oo a. m. and 
leaving at 5 120, ten minutes before the men, with an 
hour at noon. This arrangement of having the 
women leave work before the men has had a re- 
markable influence, wherever adopted, in the gen- 
eral attitude of the men and women throughout the 
factory. In this and in other cases, the women also 
have Saturday half holidays. Many companies pro- 
vide a week's vacation, with pay, each year for the 
young women. 

Recesses. — Another feature which has also been 
found possible in many factories where women are 
employed and very successful where tried, is the ten 
minutes recess at the middle of the mornings and af- 
ternoons. Often, five minutes of this are given to 



114 EMPLOYER AND EMPLOYES 

calisthenics and the remainder to exercise and con- 
versation. This is especially important and valua- 
ble where the women are engaged upon work requir- 
ing close attention to detail. The rest allowed gives 
relief from the strain made necessary by the work. 
The New York Telephone Company grants twenty 
minutes recess twice a day, and the night operators 
are allowed three hours rest each night. Its opera- 
tors are also allowed time occasionally for shopping 
with no deduction from wages. 

Toilet Rooms. — Neat, clean, home-like toilet 
rooms supplied with the articles that a woman desires, 
will have much to do with her development and her 
character. The mirror, the dressing table, the wash 
bowl and clean towels, with good light and plenty of 
air, have more to do with good work than is often 
supposed by employers. Convenience of location is 
just as important and special thought given to this 
is not lost. Such is the experience of every employer 
who has done this. Authority ought to be given to 
municipal governments to compel proper attention 
to these matters in every factory district. 

Aprons. — The appearance of women at their work 
has much to do with the character of the employes. 
With this in view, a number of companies have given 
especial attention to the matter of supplying either 
uniforms or aprons for the women during work. The 
National Cash Register Company furnishes and 
launders the white aprons and sleeves which are worn 
by all women during the working hours. Heinz & 
Company furnishes aprons and caps for all the wo- 
men of its factory, and F. A. Brownell, of Rochester, 



EMPLOYER AND EMPLOYES H5 

also furnishes neat aprons and sleeves for the wo- 
men in his kodak works. In Europe, many of the 
large concerns like Lever Brothers, Cadbury, Rown- 
tree and others, furnish a complete suit for the use of 
the women during working hours. In some of these 
cases, lockers are also provided where it is necessary 
for the women to change their clothing. 

Rest Rooms. — Reading rooms, rest rooms, pianos, 
baths, social rooms, lunch rooms, clubs, enter- 
tainments and play grounds and other features 
mentioned elsewhere all have been tried and found 
valuable by those who have made the experi- 
ment. The Cleveland Window Glass Company, the 
Cleveland Hardware Company, the National Cash 
Register Company, Heinz & Company and others 
have found that everything of this kind done for the 
women brings abundant return. The Chicago Tele- 
phone Company employing about 500 young women, 
has made special provision. It provides a parlor, a 
reading room, lunch room, toilet rooms, a matron 
to keep oversight of the physical condition of the 
operators, and a relief system providing against un- 
due strain. The New York Telephone Company pro- 
vides wire lockers for hats and wraps, the keys being 
in charge of a matron. 

The results of efforts of this kind are not only to 
improve the character of those employed, but, at the 
same time, to enable the company to obtain a much 
higher class of women than would otherwise be pos- 
sible. 



Il6 EMPLOYER AND EMPLOYES 

VL Pensions, Savings, Purchases and Special 
Features 

The subject of pensions for old employes or men 
who have filled positions for a long period of years, 
is one which has not received very much attention in 
this country. European manufacturers have for a 
long time had plans of this kind in actual practice. 
The increasing interest in the question in our own 
land indicates a tendency to a much more careful at- 
tention to the subject in the future. 

Hazell, Watson & Viney, Limited, the well known 
English publishers, have plans for savings and pro- 
vision for old age. There are three savings banks 
with an employe of the company as the secretary of 
each bank, receiving and paying out once each week 
while wages are paid. In January, 1899, this com- 
pany had 455 depositors with credits amounting to 
£8,512. Referring to old age pensions, the com- 
pany has encouraged the saving of two shillings a 
week, calling attention to the fact that this amount 
deposited regularly from 18 to 60 at 4 per cent com- 
pound interest would amount to about £550 and 
would purchase a life annuity after that age. 

Thrift Fund. — The Daily Graphic of London has a 
thrift fund, contribution to which has been obliga- 
tory to all employes since 1892. The amounts to be 
contributed are from 2J to 5 per cent of the wages. 
The principal remains in the hands of the company 
until the death of the employe while in their employ, 
or until he is incapacitated for work, or until he is 55 
years of age or more, after contributing at least ten 



EMPLOYER AND EMPLOYES 119 

years. The company then adds 50 per cent of the 
amount subscribed and the contributor or his repre- 
sentative receives 3 per cent compound interest on the 
entire amount. The directors of the company reserve 
the right to modify or abolish this system at any 
time. 

Sick Funds.— Mr. J. C. Markan has combined 
at Agneta Park in Holland, many of the features of 
profit sharing and assistance to employes noted in 
this book. In case of illness, full wages are paid up 
to eight weeks. In severe cases, a " United Commit- 
tee " takes charge which gives assistance from funds 
supplied by the factory. Full wages are paid until re- 
covery to any injured by accident. In case of com- 
plete disability or death, two years' wages are paid. 
An old age pension system provides for care after 
sixty years of age. The company annually deposits 
with an insurance company a sum equal to 9 per cent 
of the workmen's wages. If the workman dies be- 
fore reaching sixty, his widow and children are en- 
titled to 9 per cent of the entire amount of wages 
earned during his term of service. 

The European Plan. — In general, the European 
plan is to retain from the employes' wages at each 
pav day, from 2 per cent to 3 per cent, as the basis 
of funds for pensions, aid in sickness or accident 
insurance. The company usually adds from 1 per 
cent to 3 per cent for its share in the amount. The 
book keeping and virtual management are in the 
hands of the company and its officers. Independent 
control such as is familiar in many American con- 
cerns is little known in Europe. In some cases inter- 



120 EMPLOYER AND EMPLOYES 

est is allowed on the payments made, but generally 
this is not done except where the savings bank is a 
feature. In this country, savings banks are so com- 
mon in our own cities that private corporations have 
not very generally adopted the idea except in villages 
or towns largely controlled by the factory. An 
age limit for pensions is fixed, though this may be 
changed -according to the health of the employe or 
other special conditions. As the habit of working in 
one place for many years is much more frequent in 
Europe than here, pension plans are comparatively 
successful. 

An American Plan. — The most extended efforts 
at provision in this country for injury or old age are 
those of the great railroad companies. The Pennsyl- 
vania Railroad Voluntary Relief Department was 
organized in 1886. It has a superintendent and ad- 
visory committee of thirteen. The general manager 
of the road is chairman and the board of directors 
chooses six members annually and the contributing 
members six. " The operations are divided into peri- 
ods of three years. If the contributions of members 
are not sufficient to pay the benefits, the company 
pays them as they become due, and if at the end of 
any period of three years a deficiency exists, the com- 
pany having paid it as it accrued, charges the amount 
to itself, thereby giving the amount of the deficiency 
to the Relief Fund, which starts off afresh." Mem- 
bership in this department is voluntary and continues 
only during connection with the company. Members 
are divided into five classes according to pay. The 



EMPLOYER AND EMPLOYES 121 

company also has extended its benefits to employes 
who have served long terms in any of the depart- 
ments of the business. The company pays the oper- 
ating expenses of the entire department and contri- 
butes to the support of those members of the Relief 
Fund who have drawn their fifty-two weeks benefit 
and are still in need. 

On the first of January, 1900, this company put 
into effect a plan for pensions among its employes. 
The system is the outgrowth of the Voluntary Relief 
Association. This system provides that a man who 
has had thirty years of service with the company shall 
be retired on a pension of about 50 per cent of the 
wages which he earned at the time of his retirement. 
Employes who reach the age of 70, even though they 
have not served that length of time, will be entitled to 
the benefits of the fund. It is estimated that it will 
require a payment of about $300,000 a year to make 
this fund effective. 

The " Railway Age " referring to this plan says : 
" Before establishing the pension system on the 
present basis the Pennsylvania officials made a care- 
ful study of similar arrangements in Europe, but 
found nothing exactly adapted to American require- 
ments. Practically, therefore, the company's pension 
department is its own creation, both in principle and 
in detail. At least one other American corporation 
has in effect what perhaps may be called a pension 
scheme, but the benefits in every instance except the 
Pennsylvania's are derived from payments that have 
been made by the employes themselves into the funds 



122 EMPLOYER AND EMPLOYES 

of relief associations. The Pennsylvania's pension 
payments, on the other hand, are outright gratuities 
from the company's treasury. 

" To this however, it should be added that, in ad- 
dition to the pension allowance, the employes re- 
lieved from the service on account of age limit who 
are members of the relief fund association will also 
receive from the income of the surplus fund accumu- 
lated during the past fourteen years an additional al- 
lowance each month, according to the class to which 
they have contributed during the period in which they 
have been members. This would amount, in the case 
of a highest class member, to $8.35 per month, and 
proportionately less for members of lower classes. It 
is estimated that, combining the pension allowance 
with the allowance from the relief fund just men- 
tioned, commonly known as the " superannuation 
fund " the amount of money to be received after re- 
tirement by employes in certain cases, after the relief 
fund shall have been in operation for thirty or forty 
years, will aggregate not less than three-fourths pay. 
The project, accordingly, looks well to the future 
rather than solely to immediate results. Members 
of the relief fund relieved from service on account of 
the age limit will be permitted to retain their titles 
to death benefits ranging from $250 to $2,500, ac- 
cording to their class membership, by the payment of 
a small contribution each month. " 

The B. & O. Relief Department has three features 
— Relief, Savings and Pensions. In the relief feature, 
the members are divided into two classes, hazardous 
and non-hazardous. Each class has five divisions ac- 




REST ROOM FOR WOMEN (b) 




A GROUP OF WOMEN READY FOR WORK (c) 



EMPLOYER AND EMPLOYES 1 25 

cording to pay. The fees in the hazardous division 
run from $i to $5 per month, and in the non-hazard- 
ous from $.75 to $3.75 per month. The benefits 
vary from 50 cents to $2.50 per day for twenty-six 
weeks, (Sundays excluded), and half the amount for 
longer sickness. In case of death, $250 is paid. 
The savings feature includes a savings bank and a 
building and loan association under the usual regula- 
tions. The pension fund is made up of the amount 
contributed by members and the company's payment. 
The age of retirement is 65. The amount of the 
pension is one-half of the sick benefits. 

The First National Bank of Chicago has a com- 
pulsory plan of pensioning officers and employes. 
Three per cent of the wages and salaries is deducted 
monthly and pensions are to be granted after fifteen 
years of service and sixty years of age. In case of 
resignation or dismissal, payments are to be returned 
without interest. In the case of the death of a con- 
tributor of less than fifteen years of service who 
leaves a wife or children, the company may grant a 
pension or return of money paid in. As this system 
has many details and as it is a very recent one, it 
will require time to determine what points in it are 
satisfactory. 

The Procter & Gamble Company maintains a pen- 
sion fund administered by the company and the men 
conjointly. These pensions are for aged employes 
and for those compelled by disability or accident to 
stop work. The company pays half the amount and 
the employes raise the other half by assessments. 
This idea has not had an extended trial. 



1 2b EMPLOYER AND EMPLOYES 

The Carnegie Steel Company has a savings fund 
open to the employes of its numerous works. The 
company furnishes the clerical service. Deposits are 
received (the first one $3) in sums of from $1 to 
$2,000 each. The company allows 6 per cent interest. 
The number of depositors is said to be very large. 

All the pension plans in this country, except per- 
haps some of the railroads, are of too recent origin 
to have had thorough trial, but all are evidence of 
an effort to solve the old age problem in manufactur- 
ing. Undoubtedly as years pass, a thorough, prac- 
tical plan will result which will find many friends 
among manufacturers. 

A large number of mutual relief and savings as- 
sociations have been organized among employes in 
this country. These are fully discussed in a later 
chapter. 

The N. O. Nelson Company out of its capital 
reserve, pays physicians who attend in cases of ill- 
ness of its men and makes an allowance of $40 for 
funeral expenses upon the death of an employe. Here 
the family also receives two-thirds of the wages 
earned by the employe until it can support itself. 
The Siegel-Cooper Company employs a physician 
who is at the call of employes at all hours of the day 
and night, and who has regular office hours at the 
store for two hours each day. The Bibb Manu- 
facturing Company, of Macon, Ga., which employs 
a physician to attend its operatives without cost, has 
found a decided improvement in their health and 
ability since the adoption of this system and is sat- 
isfied that the difference more than repays the cost. 



EMPLOYER AND EMPLOYES 1 27 

Ferris Brothers of Newark, have endowed two free 
beds in the Newark hospital for the use of their own 
employes. They also provide a vacation home at the 
seaside cottage owned by the company, ten of the 
young women going at a time. 

Purchases at Special Prices. — Another practical 
method of helpfulness is assistance in making pur- 
chases. Some companies have arrangements for 
purchasing the commodities used by their opera- 
tives at less than the regular retail price. For in- 
stance, machinist's tools that may be required, are 
bought at from ten to twenty-five per cent less than 
they can be purchased at a retail store. Bicycles, 
coal and other necessities are purchased at wholesale, 
thus saving their employes a very considerable 
amount each year. This is the application of the prin- 
ciple of personal interest in everyday life carried to 
its fullest extent and has proved to be in almost every 
case very successful. The N. O. Nelson Company 
buys coal at wholesale rates and supplies to its em- 
ployes at a material reduction. The Bullock Elec- 
trical Company assists its employes in the purchase 
of tools and bicycles. Other companies have ar- 
ranged to assist their people to buy sewing machines 
at reduced rates. The Illinois Steel Company of 
Joliet, has a plan of co-operative purchase of flour, 
coal, potatoes, books, magazines, etc. It also fur- 
nishes working plans and specifications for houses to 
be built by its employes. The National Cash Reg- 
ister Company, the Lowe Brothers Company, and 
others co-operate in obtaining at reduced rates, mag- 
azines, periodicals, books, etc., and the former's li- 



128 EMPLOYER AND EMPLOYES 

brarian furnishes information about summer trips, 
J. H. Williams & Company of Brooklyn, showed 
their interest in their employes by providing a stand 
for the entire body of men to view the Dewey parade 
in 1899. The instances at hand indicate that there is 
no special system in this matter but that each com- 
pany takes up that which seems to be the most im- 
portant for its own people at the time. 

Visitors. — Many of the large concerns of the coun- 
try are finding that it is advantageous to open their 
factories to visitors. The National Cash Register 
Company was the first to undertake this systematic- 
allv and this idea has undoubtedly done much to 
lead others to do many of the things described in 
this book. In addition to showing visitors through 
the plant, frequently lantern photographs are shown 
in a large hall, illustrating many of the things which 
cannot be seen in an ordinary trip through the fac- 
tory. This same custom is followed by the Sherwin- 
Williams Company. 

II. For The Community 

i". House Building 

How to secure an attractive neighborhood for the 
factory and its employes is a natural problem of our 
topic. American independence is inclined to resent 
some of the " paternal " things done in English fac- 
tory towns. Our most intelligent American workmen, 
outside of the great cities especially, hope to own 
their own homes and to have their own bit of garden 




A CORNER IN PORT SUNLIGHT (p) 




NOON HOUR AT CADBURY's, ENGLAND (q) 



EMPLOYER AND EMPLOYES 1$! 

with it. The experience of Pullman and similar ef- 
forts has not encouraged others to do much toward 
building towns owned and controlled by the com- 
pany, though in the new Southern cotton manufac- 
turing communities, this plan is at present receiving 
much attention. However, there are some remark- 
able English experiences as well as a few good Amer- 
ican ones. The Cadbury Brothers at Bourneville 
own a large tract of ground, in one part of which are 
the company's works. Adjoining these, they have 
laid out a town site, with comfortable and pleasant 
homes. In the midst of all this are extensive recrea- 
tion grounds for men and women, play grounds for 
children, a park for the entire neighborhood, pool, 
reservoir, plunge bath and other features for an ideal 
village life. 

English Villages. — The Lever Brothers at Port 
Sunlight have a large estate purchased a few years 
ago, in one part of which is the factory. Adjoining 
this has been laid out a beautiful town with lawns, 
vine-clad cottages, a school, public buildings and 
everything needful for comfortable living. The com- 
pany rents the cottages to its employes at simply the 
cost of taxes and maintenance. This enables a man 
to rent a cottage of from four to six rooms at from 
75c. to $1.25 per week, while for foremen and offi- 
cers, larger buildings may be rented at but a little 
higher figure. These cottages are built with a view to 
a beautiful effect and are well cared for. The com- 
pany furnishes the schools and town hall. 

American Manufacturing Towns. — In our own 
country, some of the New England manufacturing 



I32 EMPLOYER AND EMPLOYES 

centers have long furnished good illustrations of 
what may be done in this method. 

The Draper Company, of Hopedale, Mass., has 
built a large number of houses on a tract of 30 acres, 
which was laid out by a distinguished landscape 
artist, who made the plan for the entire work before 
anything was done. The company made the streets, 
sidewalks, sewer system and other improvements. 
It also provides for the care of garbage and all the 
necessaries of housekeeping. Especial care is taken 
that the yards, both front and back, shall be kept 
perfectly clean. These houses are double, each side 
with six or seven rooms, bath, attic, storeroom, ce- 
mented cellar and water, and are rented for three 
dollars per week for each side. One of the mem- 
bers of the firm erected and presented to the village 
the town hall, and the corporation built the high 
school. 

The Peace Dale Manufacturing Company, Rhode 
Island, has built a number of single houses for its 
men which were sold on easy terms. In addition it 
has built a town hall, a library and village church. 
This is an instance of personal and family interest 
in the business and village alike, for its history goes 
back to the early part of the century. Besides the 
general assistance mentioned, the Hazard Memo- 
rial furnishes a center for many organizations for 
the moral, social, and educational advantage of the 
town. 

The Merrimac Manufacturing Company at Low- 
ell, Mass., has built a large number of plainly 
finished tenements of from four to ten rooms each r 




■M 




EMPLOYER AND EMPLOYES 135 

which are rented to the employes at considerably less 
than the usual price of such houses. 

The Apollo Iron & Steel Co., has laid out the new 
town of Vandergrift, Pa., about 40 miles from Pitts- 
burg. It was originally 500 acres of fields and mead- 
ows situated along the river with a background of 
wooded hills. This company by its care and fore- 
thought has provided the very best type of an indus- 
trial town. It has been able to lay out the entire 
place from the beginning and to provide everything 
needed for health, beauty, and intellectual advance- 
ment. Here nearly every one owns his own home 
and seeks the interest of his neighbor as well as him- 
self. 

A Well-Planned Town. — The Westinghouse Air 
Brake Company, of Wilmerding, Pa., purchased a 
large tract of land which was divided into lots and 
sold to employes. The company undertook to build 
the houses by making contracts at cash prices sav- 
ing the employes from $300 to $500 on each house. 
In addition, the payment for the house and lot was 
spread over a term of ten years, payments being made 
monthly in the form of rent and based on the pur- 
chase price. The monthly payment included interest 
and premium on life insurance the policy being car- 
ried to clear the property in case of the purchaser's 
death. The cost of these houses with all modern 
appliances varies from $2,100 to $3,775. The de- 
tails of this plan seem to be very admirable and 
practical. Out of 75. houses built in 1890, in ac- 
cordance with this plan, 39 are now owned by the 
original purchasers. In addition to this, the com- 



136 EMPLOYER AND EMPLOYES 

pany owns 136 frame houses renting at from $14 to 
$22 a month. 

Other Efforts. — The Ludlow Manufacturing Co., 
of Ludlow, Mass., has constructed for the village, 
water works, gas works, electric light plant, 
churches, school houses, and many of the houses 
of the village. After varied experience and many 
experiments in design and style the company has 
adopted a general plan of building which has proved 
to be very satisfactory. These houses are rented at 
comparatively low prices, the company having found 
it best to retain the ownership in order to avoid 
carelessness in the attention to the property. 

Mr. N. O. Nelson, of St. Louis, Mo., a few 
years ago secured 125 acres of land near Edwards- 
ville, 111. Here he erected his factories and laid out 
a beautiful town, building homes and public con- 
veniences. These homes are sold to employes, being 
paid for in installments about equal to city rents. In 
order to encourage improvement of these homes, Mr. 
Nelson built a greenhouse to supply the flowers and 
has a gardener to give instruction to the residents. 
In addition, schools, libraries, amusement buildings, 
base ball campus, etc., have been provided. Every 
house has water and electric light supplied by the 
town's own works. No charge is made for any of 
these public utilities. The cost of these comes out of 
the common earnings. The aim of all this, Mr. 
Nelson says, is industrial education. 

Recent efforts in the South in connection with the 
development of cotton manufactories have given 
many interesting incidents. The building of large 



EMPLOYER AND EMPLOYES 137 

cotton factories in what were formerly purely agri- 
cultural districts and the necessity of supplying these 
mills with operatives, led to the development of a 
plan which is being tried in a number of communi- 
ties. Good illustrations are those of Pelzer and Pied- 
mont. The mills, the mill town and the entire com- 
munity are completely under the domination of 
one man. In these cases he is not only president 
of the mill corporation but is the town govern- 
ment, the superintendent of schools, board of works, 
and arbiter of affairs generally. The mill corpora- 
tions own the land on which the town is built. They 
build the cottages and rent them for just enough to 
pay taxes and repairs. This makes an eight room 
cottage rent for about $24 per year. Each cottage 
has its lawn or plat of ground for gardening. The 
companies supply the school houses and attendance 
of children between live and twelve is compulsory. 
Public auditoriums are also provided for lectures, en- 
tertainments and concerts. The stores in these towns, 
however, are independent of the company. In the 
towns mentioned above, no liquors may be sold. At 
Pelzer there is a regular savings bank, but at Pied- 
mont there is a system by which the operatives may 
leave such portion of their pay as they may desire in 
the possession of the corporation, receiving interest 
upon it. How successful this idea will be can be 
told better after a few years more of experience. 

In order to encourage permanence among his em- 
ployes and to overcome the roving disposition of 
hat-makers, Mr. John B. Stetson a number of years 
ago assisted in the establishment of a Building and 



l$8 EMPLOYER AND EMPLOYES 

Loan Association where funds could be borrowed 
at a low rate of interest for the building of homes. 
As an adjunct to this a savings fund was also 
founded to encourage economy on the part of all 
employes. This fund paid five per cent on deposits. 
These varied illustrations prove that there is a 
practicable plan for assisting in large communities. 

//. House Beautifying and Neighborhood Im- 
provement. 

Another method which is perhaps more in accord 
with our American ideas is that of encouraging the 
beautifying of the neighborhood by the personal in- 
fluence of the employers themselves or the union of 
some of the residents. 

Most manufacturers find themselves placed where 
it is impossible to own or control the neighborhood in 
which the factory is located. Many are in crowded 
cities, others in towns where the homes are tenements 
or privately owned. In such cases it is usually as- 
sumed that it is a hopeless task to change the con- 
ditions, and so each year the community grows 
worse and worse. Where the buildings are owned 
by the company, the responsibility rests largely with 
the officers and conditions can be remedied with 
comparative ease. Where the residents are inde- 
pendent, something more than orders are needed. 
It then becomes a question of personal influence. 

How to interest an entire neighborhood in clear- 
ing away rubbish and beautifying the yards and 
streets is the practical problem in any factory com- 



EMPLOYER AND EMPLOYES 141 

munity. That it can be solved and almost universal 
enthusiasm aroused has been proved in a number 
of cases. What is needed is a simple, practical plan 
and an intelligent power behind it. 

Revolutionizing a Community. — It is generally ac- 
knowledged that the first and most complete example 
of what can be done in this way is to be found in 
Dayton, Ohio, where an entire suburb has been com- 
pletely revolutionized through the efforts of the of- 
ficers of the National Cash Register Company. For- 
merly, this suburb was only such as is frequently 
seen in a manufacturing city, with unpaved streets 
and only fairly kept yards and side-walks. There 
were no blocks of tenements, but in almost every 
case the house had its own yard. The purpose to be 
attained was to clean up this entire portion of the 
city and to beautify the houses and yards. In accom- 
plishing this the Company set a good example by 
first improving its own grounds. A distinguished 
landscape architect was invited to spend a few days 
at the factory and to give suggestions regarding the 
best planting of the factory grounds and lawns, and 
of the streets and yards of the neighborhood. The 
suggestions were at once put into practice about the 
factory and were recommended to the residents of 
the community. 

Teaching Methods. — The simple A-B-C principles 
of gardening were taught in the various schools and 
clubs connected with the neighborhood, until every 
child knew that preserving lawn centers, planting in 
masses and avoiding straight lines were the essen- 
tials of beauty in all grounds whether large or small. 



142 EMPLOYER AND EMPLOYES 

This instruction was given largely by the use of 
the stereopticon, lantern slides being made of beauti- 
ful grounds at various places and of beautiful land- 
scapes from Nature. In the kindergarten, public 
schools, Sunday schools, boys' and girls' clubs, 
women's guilds, and similar organizations which ob- 
tain encouragement in and about the factory, these 
things were taught and the interest of the members 
aroused. In addition to instruction by practical 
talks, lists of books were prepared which were dis- 
tributed through the library and through the various 
clubs, giving practical instruction. Among those 
found most useful were Prof. L. H. Bailey's " Gar- 
den Making ", " Pruning Book " and " Practical 
Garden Book" (Published by the Macmillan 
Company, New York) ; " Handbook for Planning 
& Planting Small Home Grounds ", Warren H. 
Manning, (Pub. by Stout Manual Training School, 
Menomonie, Wis.) ; " The Amateur's Practical Gar- 
den Book", C. E. Hann & L. H. Bailey (Pub. by 
the Macmillan Company, New York) ; " Directions 
for Surveying and Arranging Home and School 
Grounds", Warren H. Manning (Pub. by the au- 
thor, Boston). 

In this connection the camera is a valuable as- 
sistant. Photographs of yards before and after 
planting, of pretty flower effects, of good and bad 
work, — all are useful. Frequent exhibitions of these 
pictures, with explanations of their strong or weak 
points, are valuable in teaching good taste. The 
amateur photographer is the friend of home im- 
provement and every assistance should be rendered 



EMPLOYER AND EMPLOYES 143 

him in enlarging his work. A little additional in- 
struction will often enable the photographer to make 
lantern slides which may be used in showing large 
companies how the improvements are made. 

Neighborhood Organizations. — The South Park 
Improvement Association was then organized, con- 
sisting of the residents of the suburb. The officers 
were chosen from among their own number, and 
the purpose of the Association definitely stated to be 
to encourage the beautifying of homes, the cleaning 
of streets and alleys, and the general improvement 
of the community. This organization holds monthly 
meetings and is frequently addressed by experts on 
questions of planting and gardening. Instruction is 
given, not only in floriculture, but also in vegetable 
gardening and similar subjects. In order to show 
what ought to be planted, a carefully selected list 
of trees, shrubs, vines, etc., was prepared and ar- 
rangements made to buy at wholesale, distribution 
being made by the company's gardener. This 
brought down the cost to such a small item that al- 
most every one could afford to make the desired im- 
provements. A feature of this list is that no rare 
or tropical plants are used, but only such as may be 
raised with comparative ease in this climate. 

One of the difficulties at first was to know how to 
get rid of nuisances here and there throughout the 
city. Finally some one suggested that pictures be 
taken of these places and that they be shown on the 
screen. This at once had the desired effect of lead- 
ing many to clean up. Step by step, the residents, 
becoming more and more interested in improvements, 



144 EMPLOYER AND EMPLOYES 

have carried out their plans until to-day no neater or 
more attractive suburb can be found anywhere in 
the country. 

Prize Yards. — One of the features of this develop- 
ment has been the offering by the company, of a 
series of prizes amounting to $285 annually for the 
best front yards, back yards, vines, window boxes, 
vacant lots, boys' vegetable gardens and yards along 
steam railroads. These prizes are open to em- 
ployes wherever they may reside, and to residents of 
South Park. To illustrate the detail with which this 
is worked out, a list of the prizes for 1900 is given: 

/. Front and Side Yards 

FIRST CLASS — EIGHT PRIZES 

The first class includes all improved property 
where planting has been done previously. The 
board of judges will decide as to the class for each 
entry. 

First prize — Diploma and $10 in gold. 

Second prize — Diploma and $7 in gold. 

Third prize — Diploma and $6 in gold. 

Fourth prize — Diploma and $5 in gold. 

Fifth, sixth seventh, and eighth prizes — Diplomas. 

SECOND CLASS EIGHT PRIZES 

The second class includes property where little 
or no planting has been done previously, the great- 
est improvement in appearance to be considered with 
other features. 




FRONT YARDS OF EMPLOYES' HOUSES, DAYTON, OPPOSITE FACTORY (b) 




BACK YARDS OF SAME HOUSES 



EMPLOYER AND EMPLOYES 147 

First prize — Diploma and $10 in gold. 

Second prize — Diploma and $7 in gold. 

Third prize — Diploma and $6 in gold. 

Fourth prize — Diploma and $5 in gold. 

Fifth, sixth, seventh and eighth prizes — Diplomas. 

II. Back Yards 

For the best kept back yards, whether lawns, 
shrubs, flowers or vegetables. General neatness of 
yard and surroundings and condition of lawn, trees 
and vines to be considered. 

FIRST CLASS EIGHT PRIZES 

The first class includes all improved property 
where planting has been done previously. The board 
of judges will decide as to the class for each entry. 

First prize — Diploma and $10 in gold. 

Second prize — Diploma and $7 in gold. 

Third prize — Diploma and $6 in gold. 

Fourth prize — Diploma and $5 in gold. 

Fifth, sixth, seventh and eighth prizes — Diplomas. 

SECOND CLASS EIGHT PRIZES 

The second class includes property where im- 
provement has not been attempted in the past, the 
prizes going to those showing the greatest improve- 
ment. 

First prize — Diploma and $10 in gold. 

Second prize — Diploma and $8 in gold. 

Third prize — Diploma and $6 in gold. 

Fourth prize — Diploma and $4 in gold. 

Fifth, sixth, seventh and eighth prizes — Diplomas. 



148 EMPLOYER AND EMPLOYES 

III. Vine Planting 

For the most artistic effect of vines on houses, 
verandas, outbuildings, fences, po^ts or summer 
arbors. Arrangement, design and condition to be 
considered. 

FIRST CLASS SIX PRIZES 

The first class includes Boston Ivy, Akebia, Clem- 
atis, Honeysuckle, Grape and other permanent 
vines. 

First prize — Diploma and $10 in gold. 

Second prize — Diploma and $8 in gold. 

Third prize — Diploma and $6 in gold. 

Fourth, fifth and sixth prizes — Diplomas. 

SECOND CLASS SIX PRIZES 

The second class includes Morning-glories, Moon- 
flowers and other annuals. 

First prize — Diploma and $7 in gold. 
Second prize — Diploma and $6 in gold. 
Third prize — Diploma and $5 in gold. 
Fourth prize — Diploma and $4 in gold. 
Fifth and sixth prizes — Diplomas. 

IV. Windoiv and Porch Boxes 

For the most artistic effect. Arrangement, box 
design and condition of plants to be considered. 

WINDOW BOXES SIX PRIZES 

First prize — Diploma and $10 in gold. 
Second prize — Diploma and $7 in gold. 



A BOYS WORK AT HOME 




A BACK YARD IN SPRING (b) 




THE SAME YARD AND ITS DECORATOR, 

THIRTEEN YEARS OLD, WINNER OF A PRIZE 

FOR BEST-KEPT BACK YARDS 



EMPLOYER AND EMPLOYES 151 

Third prize — Diploma and $5 in gold. 
Fourth, fifth and sixth prizes — Diplomas. 

PORCH BOXES — SIX PRIZES 

First prize — Diploma and $10 in gold. 
Second prize — Diploma and $7 in gold. 
Third prize — Diploma and $5 in gold. 
Fourth, fifth and sixth prizes — Diplomas. 

V . Boys' Vegetable Gardens 

TEN PRIZES 

For forty-four boys of South Park and Rubicon. 
Care of grounds, quality and quantity of product 
and attention to duty to be considered. 

First prize — Diploma and $10 in gold. 

Second prize— Diploma and $8 in gold. 

Third prize — Diploma and $7 in gold. 

Fourth prize — Diploma and $6 in gold. 

Fifth prize — Diploma and $5 in gold. 

Sixth, seventh, eighth, ninth and tenth prizes — 
Diploma and one year's subscription to " Youth's 
Companion. " 

VI. Vacant Lots 

SIX PRIZES (SOUTH PARK ONLY) 

General neat and attractive condition of lot, trees, 
fences and surroundings to be considered. 
First prize — Diploma and $7 in gold. 
Second prize — Diploma and $5 in gold. 



152 EMPLOYER AND EMPLOYES 

Third prize — Diploma and $3 in gold. 
Fourth, fifth and sixth prizes — Diplomas. 



VII. Best Planted Premises Along Railroads 

FIVE PRIZES 

For the best planted yards, whether front or back, 
adjoining any of the steam railroads leading into 
Dayton. The yards must be within view of pas- 
senger trains as they pass through the city. Artistic 
arrangement, condition of lawn and borders, cleanli- 
ness and general appearance of houses, fences, walks, 
trees, vines and lawns to be considered. 

First prize — Diploma and $8 in gold. 
Second prize — Diploma and $6 in gold. 
Third prize — Diploma and $5 in gold. 
Fourth prize — Diploma and $3 in gold. 
Fifth prize — Diploma and $3 in gold. 

Results. — The effect of these prizes and this enthu- 
siasm is felt throughout the entire city. Often only 
one person on a square begins the work, but the im- 
provement is so marked that the neighbors naturally 
follow the example. The number of contestants for 
the prizes increases rapidly each year. By discourag- 
ing the use of tropical or rare plants and urging the 
planting of hardy shrubs and familiar flowers the ex- 
pense of this beautifying is greatly lessened. The 
average cost in one year was found to be $1.20 for 
each yard, the residents doing their own work. 



EMPLOYER AND EMPLOYES 1 55 

Seeds and vine roots are frequently given to all 
members of the Sunday schools and clubs. Many 
of those who have contested for the prizes have had 
no plants additional to those obtained in this way. 

Boys' Gardens. — Not the least encouraging of the 
results is the effect upon the boys and girls of the 
neighborhood. The back yards are especially under 
their care in the system of prizes. The result has 
been remarkable cleanliness and beauty in many of 
the yards. Some of the children have shown unusual 
ability and have undoubtedly discovered their bent. 
To emphasize its encouragement to work for chil- 
dren the company has provided forty-four vegetable 
gardens of 10 x 140 feet each, open to the boys of 
the neighborhood, between ten and fourteen years of 
age. The company supplies the ground, tools, seeds, 
and an instructor, allowing the boys to have what- 
ever they may raise, and offers prizes for the best 
gardens. So popular have these gardens become 
that last season nearly twice as many gardens could 
have been used. In addition to raising a large quan- 
tity of vegetables for home use, the boys disposed 
of about $80 worth in cash. 

The annual presentation of the prizes in these 
cases is a gala occasion for the entire neighborhood. 
The largest hall in the city is inadequate to contain 
those who desire to be present and participate in 
the exercises of the year. In addition to the in- 
struction and enthusiasm resulting from such gath- 
erings, the neighborhood interest aroused has much 
to do with the improvement in the appearance and 
character of the entire community. The program 



I56 EMPLOYER AND EMPLOYES 

for such occasions should be varied, interesting, 
entertaining and instructive. The stereopticon is a 
very useful adjunct and good pictures are always 
attainable for such purposes. The collections of 
the League for Social Service (New York City) 
as well as those of general dealers in stereopti- 
con supplies offer excellent examples. Music, ad- 
dresses, exhibitions of fine plants, photographs of 
the work of the contestants, social features, etc.,— all 
furnish attractions for old and young. 

A Mining Community. — Another interesting ex- 
ample of a practical method of carrying out this idea 
is found in the work of The Cleveland-Cliffs Iron 
Co., at Ishpeming, Mich. This is in a mining com- 
munity and .the effect of the plan has been very 
marked. The details are easily understood from the 
company's announcements for 1899. 

THE CLEVELAND-CLIFFS IRON CO. 

PRIZES FOR 1899 

Total to be Awarded, $198.00. 

The results of the plan of awarding prizes for the 
past three years have been so satisfactory and the in- 
fluence in improving the city so remarkable that the 
plan will be continued during the year 1899. 

In order to have the matter of awarding prizes 
satisfactory to all it has been decided that parties de- 
siring to compete for prizes must file an application 
at the General Office of the Company not later than 



EMPLOYER AND EMPLOYES 1 57 

May 10th, stating the class for which they wish to 
compete. 

Winners of prizes in previous years will not be 
entitled to the same prize this year, but can compete 
for a higher prize in the same class, or enter the 
general competition in other classes. 

Prizes to be competed for by all dwellers on the 
property of THE CLEVELAND-CLIFFS IRON 
CO. in the following locations : Hard Ore, Barnum, 
Salisbury, Marquette, Junction, Bancroft, Nebraska, 
North, ist and 2d additions to the City of Ishpe- 
ming. 

A committee of well-known residents will make 
examinations from time to time and the awards will 
be published on or before October ist, 1899. 

PRIZES FOR BEST KEPT PREMISES 
12 PRIZES, VALUE $148.00 

To be distributed according to the condition of the 
lawns, cleanliness, and general appearance; houses, 
fences, back yards, flower and vegetable gardens to 
be considered. 

4 First prizes, value of each $15.00 

4 Second prizes, value of each 12.00 

4 Third prizes, value of each 10.00 

PRIZES FOR VINE PLANTING 
4 PRIZES, VALUE $30.00 

For the most artistic planting, arrangement and 



158 EMPLOYER AND EMPLOYES 

training of vines on houses, porches, outbuildings, 
fences and arbors. 

1st prize, value, $10.00 

2d prize, value 8.00 

3d prize, value 7.00 

4th prize, value 5.00 

PRIZES FOR WINDOW BOX GARDENING 
4 PRIZES, VALUE $20.00 

Open to all women for the most attractive window 
box effects; arrangement and design and condition 
of plants to be considered. 

1st prize, value $7.00 

2d prize, value 6.00 

3d prize, value, 4.00 

4th prize, value 3.00 

All persons competing for prizes can obtain plants 
and shrubs from the Negaunee Nursery and Green- 
houses at reduced prices. 

THE CLEVELAND-CLIFFS IRON CO., 
April 15th, 1899. (100.) M. M. Duncan, Agent. 

Another Example. — The little city of Menominee, 
Wis., has many advantages resulting from the 
interest of Mr. J. H. Stout and his associates of 
The Knapp, Stout & Co. About the Stout Man- 



EMPLOYER AND EMPLOYES l6l 

ual Training School is grouped a system of trav- 
eling libraries, art galleries and education in 
methods of planting and beautifying of homes, 
which is making the community a marked one in 
the entire country. Through this school, a hand- 
book of planting has been issued as one of the edu- 
cational features for the benefit of children and their 
parents. 

It is gratifying to know that these ideas of neigh- 
borhood improvement and a popularizing of instruc- 
tion in planting are attracting attention everywhere 
and thus promise to change the character of many 
communities. In Dayton alone, four or five Im- 
provement Associations have been organized on lines 
similar to that of South Park, most of them having 
manufacturers as their inspiration. The American 
Park and Outdoor Art association has recommended 
that prizes be offered in cities generally for similar 
work and in numerous communities the story of this 
plan has led to great changes. The organization of 
the National League of Improvement Associations 
will add to the influence for better homes. The 
League for Social Service whose headquarters are in 
New York City, has, by its encouragement, done 
much to spread this information. 

7/7. Schools, Kindergartens 

It would seem to be entirely beyond the province 
of the manufacturer to invest in kindergartens and 
schools for the neighborhood and similar work 
which ordinarily should be done by communities, 



1 62 EMPLOYER AND EMPLOYES 

churches or the state. Mr. John H. Patterson of 
Dayton, whose company has developed these things 
perhaps more than any other employer, states as his 
reasons for the organization of kindergartens and 
similar schools in connection with the factory. 

Factory and Kindergarten. — First: That as an 
employer of a large number of men, he owes it to 
himself to obtain the very best men possible and to 
his employes to give them and their families every 
opportunity he can for their best development. If 
the city in which the factory is placed does not itself 
offer complete forms of education, then it is within 
his province to set an example showing what can be 
done by the best schools. His purpose in carrying 
out these ideas is not to do these things permanently, 
but to show to his own city their value. This he 
has done so fully that the city of Dayton now has a 
complete system of kindergartens, all the result of 
the example of the kindergarten connected with his 
factory. 

Second : Mr. Patterson believes that he is in busi- 
ness not for a few years but for many, and that the 
difficulties of the past in obtaining workmen with 
bright ideas may be overcome by training the chil- 
dren of the present. Since 92 per cent of them will 
earn their living in manual labor, it is certainly 
proper to give to them that early training which 
will make the best workmen when they are grown. 
In short, he expects his factory to need skilled labor 
and more of it for many years to come and that it is 
wisdom to assist in preparing for the future. He 
finds too that even so-called unskilled labor gives 



EMPLOYER AND EMPLOYES I 63 

better service when the early training has been along 
right lines. 

Third: He also recognizes that in his effort to 
win the good will of his operatives, nothing will be 
more successful than opportunities given to the chil- 
dren of those men. Men of all classes appreciate 
what is done for their sons and daughters more 
than any other favor shown. Thoughtfulness, 
therefore, on the part of the employer for the fam- 
ilies of the operatives must receive large returns in 
more kindly feelings on the part of the men them- 
selves. Experience not only in this factory but in 
others, has proved this to be a true statement of the 
purpose of this work. 

Social and Neighborhood Centers. — Mr. Patterson 
has also found that there are many operations 
in modern manufacturing which find their ele- 
ment and counterpart in the simple instruction 
of the kindergarten and manual training school. 
The child, therefore, that has become familiar 
with these methods will more easily adapt him- 
self to the work of the factory in the future. 
On this account, in this community particularly, 
the idea of education and social life has been 
fully developed. In two small houses known as the 
" N. C. R. House " and the " N. C. R. House Ex- 
tension," one situated opposite the main entrance of 
the factory and the other a few squares away, much 
of the work usually accomplished in social settle- 
ments is done. When the first of these was estab- 
lished and a deaconess placed in charge, it was deter- 
mined to make it a model of what could be done with 



164 EMPLOYER AND EMPLOYES 

a small amount of money, to prove that good taste 
not dollars was the essential to a neat home. A 
sitting room and dining room, bed room, and kitchen 
were completely fitted with cheap but good furnish- 
ings, all harmonizing and beautiful — at a cost far 
below one hundred dollars. A bath room was added 
to educate in the need of such comforts. These 
rooms have been in every way a center of the social, 
moral, and mental life of the entire neighborhood. 

In these cottages are kindergartens, boys' clubs, 
girls' clubs, young people's societies, kindergarten 
associations, women's guilds, libraries, reading 
rooms, and cooking and sewing schools. In these 
last classes the little children and girls have equal 
opportunity with the employes. In all these cases, 
the company furnishes the room and equip- 
ment, pays the expenses of the deaconess and 
teachers in charge and, in many cases, offers free the 
advantages of the building. Some of the clubs have 
weekly dues of from two to five cents eaclr, the 
money thus obtained being used for special work un- 
der the direction of the clubs themselves. A boys' 
brigade affords thorough military drill and the ad- 
vantages of military training. The Kindergarten 
Association has a fee of 50 cents a year which en- 
titles the members to all the privileges of the kin- 
dergartens for their children. The Women's Guild 
pays small monthly dues, the money being used es- 
pecially for charitable work or for improvements in 
the neighborhood. The Guild has five committees 
— program, relief, outdoor art, visiting and flower. 
These houses are used almost constantly in the 




A SUMMER PLAYGROUND FOR THE FACTORY NEIGHBORHOOD (b) 



EMPLOYER AND EMPLOYES 1 67 

evenings for social and educational gatherings of the 
parents and children of the neighborhood. 

On Sunday afternoon in one of the settlement 
houses and in a large hall in the factory, a Sunday 
School, or more properly a " Pleasant Sunday Af- 
ternoon " is conducted for the benefit of the entire 
neighborhood. The session lasts one and one-half 
hours and is divided into three sections. The ex- 
ercises open with the usual opening music and read- 
ing of selections from scripture and choice litera- 
ture ; the day's lesson follows and is made up princi- 
pally from quotations brought by the pupils selected 
from their reading of the week and intended largely 
to illustrate some special thought of the day ; the 
session closes with the address, the last half hour 
being occupied usually with a stereopticon talk on 
some practical subject connected with the home 
life and education of the children and their par- 
ents. Twenty-five books are offered each year to 
the children who bring the most good quotations. 
These quotations are kept in scrap books, one of 
which is supplied to each class, and one kept by the 
secretary for the best of each session. The interest 
and enthusiasm are shown by the large number of 
quotations read each Sunday. 

The best quotations each week are published in a 
beautifully printed little paper called " Sunshine : 
Pleasant Sunday Afternoons." This contains the 
reading lesson for the opening, brief items of in- 
terest upon the topic of the day, neighborhood 
news and practical suggestions. The stereop- 
ticon addresses are given by persons particu- 



1 68 EMPLOYER AND EMPLOYES 

larly interested in any special subject and include 
talks on health, travel, art, history, landscape 
gardening and home beautifying, and any others of 
the thousand and one subjects which may be of prac- 
tical advantage in the home life. 

The topics of this half hour are perhaps the most 
practical to be found anywhere for a company of 
children and their parents, and have a wide influence 
in the cultivation of a strong neighborhood spirit 
which often manifests itself in influence for the 
good of the community. For example, here were 
started movements which saved to the city one of 
its most beautiful groves of trees, and which out- 
lined plans of manual training and practical educa- 
tion. Here in the spring a practical gardener 
brings his collection of plants and shows how to 
cultivate flowers and vines ; here are annually dis- 
tributed thousands of packages of flower seeds and 
of vine roots ; and here practical lessons in manli- 
ness, education, and civic and religious duty are 
given. 

The J. B. Stetson Company has provided a Sun- 
day school and church accommodating 1,200, for the 
development of the moral life and character of the 
employes and their families, on the principle that the 
workman having the highest sense of moral re- 
sponsibility will perform the best work. 

At Peace Dale, with the Hazard Memorial Build- 
ing as a center, there are numerous organizations. 
The Choral Society is one of the leading features, 
with a permanent membership, each paying three 
dollars per year, giving concerts of high class music. 



EMPLOYER AND EMPLOYES 1 69 

The " Sunday Musics " are voluntary entertain- 
ments each Sunday afternoon open to all free. These 
were started informally by Miss Hazard and her 
sister who simply went into the hall and played and 
sang for those who came. Now musical people 
take turns in providing the entertainment. The 
Sewing Society and Boy's Club are simply well or- 
ganized classes in manual training for boys and 
girls. 

This description of the work in these instances 
illustrates what has been begun recently in a number 
of manufacturing districts and proves what may be 
done at comparatively little expense with intelligent 
effort on the part of the employers with the coopera- 
tion of employes and residents of the neighborhood. 

Heading Rooms. — The provision of a library and 
reading room has been for a long time regarded 
as one of the best possible methods in which em-' 
plovers may assist their neighborhoods. The 
Carnegie Library at Homestead, Pa., with its beau- 
tiful building and fine park, is an example of what 
has been done by a single manufacturer. The 
library contains 7,000 volumes and is free to 
residents of Homestead and vicinity. There is 
also a delivery station in the town so that books 
may be ordered by telephoning to this station. There 
is a special reading room here for children. Mr. 
Carnegie has added, as is well known, libraries in a 
number of places among his own people, as well as 
in other cities of the country. The Braddock Li- 
brary cost $300,000 and receives $10,000 a year. 
The Cambria Steel Co., at Johnstown, Pa., has a 



170 EMPLOYER AND EMPLOYES 

public library with over 10,000 volumes. In nearly 
all the cases already mentioned of factory club 
houses, the library is one of the special features of 
the building. 

Neighborhood Libraries. — The Cleveland Hard- 
ware Company has a permanent library of its own 
and also an arrangement with the Cleveland Public 
Library by which the factory is an authorized sta- 
tion. The company furnished the library cases and 
the manager himself, being very much interested in 
the question of the reading of his employes and their 
families, gives personal attention to the selection of 
books, both in a general way and for the individual 
readers. One of the young ladies of the office acts 
as librarian and keeps the records which are in the 
usual complete form of our public libraries. Dur- 
ing a single month it has circulated 327 books with 
a hundred names, nearly all of which are men in 
the factory. It is interesting to note that in a single 
month, out of 327 books read, 126 included the usual 
classified books of biography, philosophy, sociology, 
etc., and 201 were fiction. It is noticeable that in 
most of these factory libraries, after fiction, his- 
tory and travel are the most popular subjects. It is 
also significant that in these libraries, the propor- 
tion of solid reading is much larger than is usual in 
city libraries. The National Cash Register Com- 
pany's library is also a branch of the city library, 
serving the entire neighborhood and keeping regu- 
lar records. In this case, the city furnishes from 
two to three hundred books changing them every 
month or six weeks. Any books not on the shelves 



*^>^ i >. 






** v r 


-.-.. 






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^^ 








Sl^fl 


n -i— 


; ; 


&k> J 

Ski- J 




wis 


A^^tfM 




BUS 







THE HOUSE OF USEFULNESS, SOUTH PARK (b) 




INTERIOR OF EXTENSION, RUBICON (b) 



EMPLOYER AND EMPLOYES 1 73 

may be obtained by special request. In both these 
cases, the necessary expense of carrying out the 
plan is borne by the company. This item, however, 
is so small as to make it possible for many others 
to do likewise. This plan of co-operation with the 
city libraries is believed to be a very practical one 
that could be easily adopted by many other places. 

Playgrounds. — Reference has already been made 
to the playgrounds in connection with some of the 
large manufacturing establishments, especially of 
Great Britain. It is practicable also in many cases 
for factories in smaller cities or in suburbs to open 
either a park on the immediate grounds or to supply 
at some convenient place for the children of the 
neighborhood, good amusement grounds. These 
need not be large, a single city lot, or less 
even, supplying all that is necessary. The furnish- 
ing of a breathing space for children is one of the 
most important things that can be done in modern 
city life. Offering this opportunity for their chil- 
dren, will have great influence with the employes 
themselves. Simple games like volley ball, croquet, 
quoits, tennis, etc., with a few lawn swings are easily 
provided, but furnish an immense amount of pleas- 
ure, health and recreation. 

VI. HOW FACTORY PEOPLE HAVE SHOWN 
THEIR INTEREST 

The greater part of this book has been occupied 
with showing how employers are interested and 
what they have done, because these are largely move- 



174 EMPLOYER AND EMPLOYES 

ments in which the employer must of necessity take 
the initiative. Having a greater responsibility and 
a wider opportunity, the employer necessarily thinks 
of these things and suggests plans. It must not 
be supposed, however, that the part taken by the 
employe is less important or that he is less respon- 
sive to the thoughtful action of others. Experience 
shows that the employes of every factory where any 
of these things is undertaken, respond readily and 
heartily to the efforts of their employers and in re- 
turn, seek in many ways to enlarge upon their own 
opportunities. There is no doubt that upon many of 
these questions of labor the employes of the country 
have done some very careful thinking ; that they have 
sometimes been one-sided cannot be doubted nor is it 
to be wondered at. Their suggestions to their em- 
ployers as to how to reach the results desired, have 
been in many cases, wise and practical. They have 
organized among themselves clubs, societies of vari- 
ous kinds, relief associations, provident societies and 
have joined heartily in all efforts at beautifying their 
homes, thus showing that to the extent of their 
ability they are willing to assist in improving labor 
conditions. That not more has been accomplished 
and that there is sometimes failure to see the em- 
ployer's interests are due often to outside influence 
and the difficulty of changing a lifetime's habits 
of thought within a few months or years. 

The True Principle. — It is true very often that 
when such efforts are suggested, at first there is op- 
position from the employes, largely because they do 
not understand the motive or method of the em- 



EMPLOYER AND EMPLOYES I 75 

ployer. Undoubtedly this largely results from the 
fact that for so many years the employe has been 
led to believe that whatever was done for his ad- 
vantage would be an injury to the employer, and 
that whatever injured the employer would help him. 
The new principle of mutual helpfulness will require 
time to be thoroughly understood, but when once 
accepted and adopted will undoubtedly bring good 
results. 

Women's Clubs. — With this interest shown on the 
part of the employer, the employe naturally begins 
to consider his own opportunities. The formation of 
various clubs and societies upon his own suggestion 
follows ; so that to-day there are found in many of 
the factories of the country, literary, social and mu- 
sical societies. The Woman's Century Club of the 
National Cash Register Company was probably the 
first federated women's club composed entirely of 
working women in a factory. This club, with a mem- 
bership of nearly 300, includes practically all the 
young women employed. For the past year its sec- 
tions considered — in the History Section, " Women 
in American Life " ; in the Home Section, " The 
Working Woman at Home " ; in the Current Events 
Section, " Important Incidents as Gleaned from Cur- 
rent Periodicals " ; in the Literature Section, " Au- 
thors of Our Own Time. " The programs are out- 
lined by the young women themselves and the work 
is accomplished entirely upon their own effort, with 
the assistance of the company's librarian. The club 
meets at 12:30 noon, twice a month, one-half hour 
being on their own time and one-half hour on the 



I76 EMPLOYER AND EMPLOYES 

company's time. The officers are entirely chosen 
from employes and the management is wholly in 
their own hands. 

The Progress Club of Legler & Company, Dayton, 
Ohio, and the Alert Club of the Gem Shirt Com- 
pany, of the same city, are illustrations of the good 
influence of example ; both of these clubs having 
been organized through the influence of the Wo- 
man's Century Club. 

The young women of the T. B. Lay cock Com- 
pany have a Literary and Social Club meeting twice 
a month in the Officers' Club Room, and a Ladies' 
Musical Club, meeting weekly. The young men 
of this company also have a Mandolin Club, meet- 
ing weekly in the evening, the company supplying 
the leader. 

Men's Clubs.— The Port Sunlight Men's Club of 
Lever Brothers, is a permanent social and socio- 
logical club composed of a number of the employes 
of the company. There is also in this company a 
scientific and literary society whose work includes 
the study of practical and scientific questions, with 
stereopticon entertainments, scientific lectures, ex- 
periments and other methods of study. 

The Men's Progress Club of the National Cash 
Register Company has a membership of nearly 400, 
meeting twice each month in the evening. Its or- 
ganization is as simple as possible, the purpose of the 
club being the discussion of any topics of interest to 
men and the presentation of pleasant entertainments. 
Frequently the evenings are occupied by smokers 



EMPLOYER AND EMPLOYES 1 79 

with miscellaneous entertainment, which affords rest 
and recreation. 

At Agneta Park, Holland, there are very many 
organizations including scientific, musical, horti- 
cultural and amusement clubs. The various com- 
mittees in charge of these clubs, societies and in- 
stitutions are joined in what is known as a " United 
Committee " which gives unity to the management 
of these special features. 

The employes of the Cleveland Hardware Com- 
pany have an orchestra which plays each Monday 
evening in the offices of the company, and a choral 
society which adds pleasure to the occasion. The 
employes are invited to bring their families and 
friends and spend the evening enjoying the music. 

The Cleveland-Cliffs Club is a social and amuse- 
ment club organized wholly by members on a busi- 
ness basis among themselves but encouraged by the 
company. 

Mutual Benefit Associations. — One of the most 
popular features among employes and one which 
has brought very great return has been the organi- 
zation of mutual benefit associations. The aim, in 
general, of these associations is financial assistance 
during cases of sickness or accident somewhat upon 
the mutual insurance plan, except that the amounts 
contributed are very small and the membership lim- 
ited. While there are certain points of similarity in 
all these plans, yet there are numerous differences 
which commend themselves under various circum- 
stances. 



l8o EMPLOYER AND EMPLOYES 

The Chicago City Railway employes have a mu- 
tual aid association which has been in operation 
since 1894. Its aim is to maintain a benefit fund out 
of which shall be paid on the death of a member in 
good standing, to his family or those dependent upon 
him, the amount of one assessment on the whole 
body of members, providing that such amount shall 
not exceed $500. The Railway Company contrib- 
utes a small amount in addition. The company, 
however, is in no way responsible for the collection 
of the money, though one of its officers serves as 
treasurer. This association has two provisions 
which are perhaps unique. It provides that any 
member leaving the employ of the company and en- 
gaging thereafter in the " manufacture or sale of in- 
toxicating liquors shall cease to be a member of this 
association immediately upon entering into such 
occupation/' It also provides that " any member 
habitually using alcoholic beverages to excess will 
not be considered in good standing " and may, after 
hearing, be expelled from membership. 

Some companies have a system by which employes 
are asked to contribute a day's wages, the company 
paying an equal sum, thus furnishing the basis of 
a fund until it is exhausted, when another assess- 
ment is made. 

The employes of the Sherwin-Williams Company 
have a mutual benefit society which was the first of 
the many features of this company's work. It was 
formed in 1887. Only employes of the company are 
eligible to membership. The contribution is 1 cent 
on the dollar of wages up to $10 a week. The sick 



EMPLOYER AND EMPLOYES ISI 

benefits are 50 per cent of the wages of the mem- 
ber. The death benefit is $25 to which the company 
adds $75. 

The employes of J. H. Williams & Company of 
Brooklyn, have a mutual aid society of 200 mem- 
bers with nearly $1,000 on hand. A weekly pay- 
ment is made, taken from the wages of each mem- 
ber, according to the amount of wages. Mem- 
bers receive free medicine and cash allowance in 
case of illness or accident. Their death benefit is 
$100. This association has stood a severe test of 
extended sickness and a number of deaths close 
together, but has grown steadily. 

The Relief Association of the Lowe Brothers Com- 
pany of Dayton, Ohio, provided in its organization 
that until the treasury contained $200, only accident 
benefits should be paid; after that regular sick bene- 
fits on the basis of $3 and $6 each week. The com- 
pany contributed $100 as the basis of the organiza- 
tion and supplies the needed stationery for the rec- 
ords. Payments are made weekly, the Secretary of 
the Association having a desk near the paymaster 
and receiving dues immediately after wages are paid. 
The entire control is in the hands of the employes. 

The Relief Association of the National Cash Reg- 
ister Company is an organization wholly supported 
and managed by its members. The association was 
organized in 1896, is incorporated under the laws of 
the state and controls entirely its own affairs. Its 
officers are elected annually, while its regular meet- 
ings for reports are held semi-annually. The im- 
mediate control is in the hands of an executive com- 



1 82 EMPLOYER AND EMPLOYES 

mittee which consists of a president, vice-president 
and six members. The members are divided into 
two classes, $6.50 per week being- the dividing line. 
The members of the first class, under this amount, 
pay 5 cents a week and in case of sickness receive 50 
cents a day (Sunday excluded) for thiiteen weeks. 
The members of the second class, above the amount, 
pay 10 cents a week and receive $1 a day (Sun- 
days excluded) for thirteen weeks. In case of 
death, benefits, amounting to $37.50 and $75 are 
paid to the family. The association employs a 
physician who examines each case of sickness 
and certifies that the member is entitled to bene- 
fits. The physician also will attend, if desired, 
the member without further fee. The member- 
ship ceases upon severing of relations ' with the 
company. The association has a membership of 
about 1,200 and pays out annually over $4,800 in 
benefits. The records are kept by a secretary and 
treasurer, the company allowing certain hours of 
each week to the secretary to make the proper collec- 
tion of dues in the factory. The company also sup- 
plies whatever printed matter is needed. Further 
than this, the association is entirely self-supporting. 
In this and other associations where the payments 
are purely voluntary, small pass books are used, pre- 
pared somewhat in the following form, in which the 
amount and date may be entered : 



EMPLOYER AND EMPLOYES 



183 

1901 



ar 

< 
a 

35 

< 

< 
a 

pa 

U. 

X 

<J 

Of 

l 


.ft 


Amt. 


Date 
Paid 


M 
OS 

< 

< 

z 


S3 


Amt. 


Date 
Paid 


7 






1 






14 






8 






21 






15 






28 






22 






4 






29 






11 






O 






18 






13 






25 






20 






4 






27 






11 






3 






18 






10 






25 




1 


17 












24 







184 EMPLOYER AND EMPLOYES 

Fels & Company of Philadelphia have a mutual 
aid association which is materially assisted by the 
company itself. 

Rowntree & Company add, in case of sickness, an 
amount equal to the benefit paid by the association. 

The Illinois Steel Company Relief Association 
pays 75 cents per day with $100 funeral benefits, on 
a monthly fee of 25 cents. 

The Estey Organ Company Benefit Association 
is organized on a plan of contributions of $1 from 
each member per year. The company adds 25 per 
cent to this amount. During recent years the sur- 
plus was so large that it was agreed to make the 
contribution only 50 cents, with the proviso that the 
other 50 cents would be called for if needed. 

The Building Association connected with the 
Proctor & Gamble Company was incorporated in 
1887, and has an authorized capital of $500,000. It 
has a board of nine directors, chosen by the share- 
holders, all employes of the company. There are 
about 450 shareholders, 60 of whom are borrowers 
and are paying for homes. Although the Associa- 
tion has a reserve fund of $1500 for losses, it has 
never had occasion to use it, for there have been none. 
Many of the depositors use their money for the pur- 
chase of shares of the stock of the company. 

Among other instances of a character similar to 
these are the Cleveland Hardware Company, the 
Stillwell-Bierce & Smith-Vaile Company, Day- 
ton, Ohio; the Cambria Steel Company, Johns- 
town, Pa., and the Crawford, McGregor & Canby 



> 




EMPLOYER AND EMPLOYES 1 87 

Company of Dayton. This last society unites with 
its relief work the social element, its gatherings 
of members at frequent intervals being very popu- 
lar, and adding much to the success of the society. 
These meetings are social, literary and musical, and 
are held in a hall near the works, or in summer in a 
grove. 

General Organization. — Summing up these in- 
stances of benefit features which are becoming more 
and more numerous among factories generally, it 
would seem evident that the popular form is to have 
these organizations controlled by the employes, a 
board of directors being selected by themselves, 
membership in the association being limited to those 
connected with the company and ceasing upon sev- 
ering relations. 

In some cases, collections are made by the pay- 
master and taken from the wages each week or 
month, while in other cases the collections are made 
by the officers of the association, either during work- 
ing hours or at certain places near the entrance im- 
mediately after working hours. The weekly amounts 
vary from four to fifteen cents. The benefits vary 
from $2 to $6 per week, where definite amounts are 
paid, and from one-third to one-half the regular 
wages where graded amounts are allowed. The 
funeral benefits are from $25 to $100. In a few in- 
stances the association provides a physician. In 
others, the company engages a physican for special 
cases, while in still others, the company has a phy- 
sician who is paid a regular salary. 



1 88 EMPLOYER AND EMPLOYES 

Some companies pay regularly into the treasury of 
the association a certain proportion of the receipts. 
In others, it has provided the foundation for the 
fund. In most of them, however, the amounts are 
entirely contributed by the employes themselves. 

It is evident that care and thoughtfulness will 
make these organizations of very great practical 
benefit. It is still as evident that in most cases some 
careful supervision is necessary on the part of the 
company itself to avoid the friction that frequently 
comes in factories employing large bodies of men 
and women. This is especially true where the num- 
ber of changes is considerable. The more permanent 
the employment, the simpler the control has been 
found to be. 

Lunch Clubs. — Among the features which prop- 
erly enter into this chapter, may be mentioned the 
organization of lunch clubs in various cities of the 
country, usually by the co-operation of women's 
clubs and the employes of stores or factories. The 
lunch club at the Western Electric Works, already 
described, is an example of organization in a single 
factory. Another illustration of the method adopted 
for general service may be found in the Lunch Club 
of Denver, the account of whose work was given 
recently by Mary S. Paden, a member of one of the 
committees : 

The enterprise was the outgrowth of a meeting 
of the Women's Clubs of that city for discussion of 
what could be done beyond the usual literary and 
social features of women's clubs. The Stenographers' 



EMPLOYER AND EMPLOYES 1 89 

Association suggested a down-town Rest and Lunch 
Club for women. 

The new proposition was to take rooms as cen- 
trally located as possible, fit up a room suggestive of 
rest and quiet, with lounges and easy chairs, and 
have a matron in charge ; and to have, in connection 
with this, a lunch room where women could bring 
home lunches and be welcome to eat them in comfort, 
to add a hot drink or a dish^ to order a good, " home- 
cooked " lunch at prices as near cost as possible. 
The only profits desired were such as would support 
the undertaking and enlarge its scope and advan- 
tages from time to time. 

In September, 1899, a Lunch Club was organized 
at a meeting called for that purpose; November 1st, 
a board of twenty-five managers was elected, with a 
proportion of fourteen club women and eleven busi- 
ness women. Committees were appointed, including 
others than directors. The House Committee set 
to work to find a location ; the Dining room Com- 
mittee, as they expressed it, " learned a lot about the 
restaurant business. " 

A notable feature was the interest taken in the pro- 
ject by employers of women, particularly the large 
establishments. It is an understood fact that women 
of standing and influence in a community can ad- 
vance any cause of this kind which they back more 
readily and easily than any band of workers or men 
reformers could do it. One view of the question, as 
expressed by intelligent men, is : If some things are 
wrong in the conditions of women employes, why 



190 EMPLOYER AND EMPLOYES 

should we be expected to study or right them, if 
women take no interest or make no effort them- 
selves ? Influential women, as valuable customers of 
establishments or moulders of social opinion in a 
community, could secure almost any improvement in 
the condition of women employes in establishments 
or communities, by intelligent grasp of those con- 
ditions and co-operation with the employes and also 
the employers. 

In carrying out this project, the heads of estab- 
lishments were interested and enthusiastically co- 
operated in supplying the rooms with the proper fur- 
nishings and printed matter. They furnished lists 
of names and addresses of their employes and gave 
special prices on many of the things purchased by 
the committees for the rooms themselves. The young 
women determined to act strictly from a business 
standpoint, and in return for all cash donations, 
equivalents were given in membership tickets to be 
used by the recipients or to be given by them to 
others who might need them. The sale of these 
membership tickets increased their funds materially. 
The annual membership is $2, ($1 for six months), 
and entitles the holder to vote at the annual meet- 
ings and to the privileges of the rest room, while 
non-holders, wishing to avail themselves of the rest 
or dining room privileges, must pay a daily fee of 5 
cents in addition to the dining room charges. 

On Saturday, January 27, 1900, the Women's 
Lunch Club of Denver was formally opened, its 
quarters consisting of three stores in a new block. 



EMPLOYER AND EMPLOYES 191 

one being set aside for a rest room, cosily and pret- 
tily furnished, with deep cushioned window seat, 
lounges, easy chairs, writing desk, and furnished en- 
tirely with donated articles, while two stores were 
thrown into one for dining room, with kitchen at 
rear. 

On the following Monday, the first lunch was 
served, and appetizing " home-cooked " viands 
served in tempting style at prices within the reach 
of all. The rooms have been well patronized and 
much enjoyed since their opening, and membership 
tickets have been selling steadily. A consignor's 
table of edibles is established, thus making an extra 
source of revenue for the club and furnishing wo- 
men a market for their home-cooked specialties. 
Evening club and social meetings are held at the 
rooms and educational classes are planned for. 

The membership includes club and home women, 
independent, business and professional women, 
those employed in large or small dry-goods and other 
establishments, clerical workers from office build- 
ings and stores, etc., and is particularly an effort by 
women for women in a new field, its end being not 
only material advancement, but a widening of out- 
look and mutual understanding and effort, such as 
women must become accustomed to before their ac- 
complishment can be much for their own betterment 
or that of the world. 

Cooperation. — An illustration of the reciprocity 
shown by employes and their willingness to assume 
their share in an enterprise may be found in a state- 



I92 EMPLOYER AND EMPLOYES 

ment recently issued by the members of the Steel 
Works Clubs, of Joliet, 111. Numerous other simi- 
lar examples could be stated showing the zeal of 
employes in developing their side of the work sug- 
gested. 

The statement referred to says: 

" It is but right and proper that we should show 
our appreciation of the efforts of the Illinois Steel 
Company and the efforts of those members who are 
giving their time, and cooperation in the interests 
of this club, by the members generally doing some- 
thing themselves for the club. It is therefore sug- 
gested that those enjoying the privileges of the bil- 
liard room should devise some arrangement in order 
to pay for the re-covering of the tables and the re-* 
pairs needed. 

" We have opened a poll so that our members may 
vote for the books they desire bought for our 
library, and it is suggested that some arrangement 
should be devised so as to meet this expenditure. 
The dues of the club are not sufficient to enable us 
to pay anything towards the salary of the employes 
or the repair of billiard tables, bowling alley, or the 
purchase of new books for our library. 

" There is no class in this club that is self-sus- 
taining. In other institutions of this character, 
where the dues are two to five times the amount 
paid by the members of this club, there is an income 
from some parts of the institution, but not so with 
this, and we should try and overcome the loss. Let 
us go to work for our club, improve it and do some- 



EMPLOYER AND EMPLOYES 1 93 

thing for fellow members. The obligation rests 
upon every man to do something for his neighbor. 
You should do it for your fellow members of this 
club." 

VII. RESULTS 

To Employer. — Not the least of the results of the 
efforts herein set forth has been the arousing of an 
interest on the part of employers and employes alike 
in the questions of their relationship. For genera- 
tions it has been assumed that there must be antago- 
nism between the two. Step by step, however, men 
are finding that the relations of employer and em- 
ploye are not those of enemies but of co-workers. 
While the entire movement is too recent to be able to 
give many definite figures, yet the testimony of em- 
ployers is that from their standpoint, these methods 
have resulted in a better class of workmen with a 
tendency to remain more permanently at their work ; 
that they have given better skill and more content- 
ment, hence better output, more of it and at a lower 
cost. Without doubt, some of the great advance- 
ment made by American manufacturers within the 
past few years must be referred to the changes in 
many of our largest manufactories resulting from 
the adoption of some of these plans. 

A recognition that the principles here illustrated 
of daily thoughtfulness for the comfort and life of 
workmen, are the wisest policy, and the adoption 
of many of these methods by an increasing num- 
ber of merchants and manufacturers, are the best 



194 EMPLOYER AND EMPLOYES 

evidences of the excellence of this modern idea of 
the relations of factory people and their employers. 
A single instance may be given of figures which will 
illustrate the results of these methods in one depart- 
ment of a factory. In this department, girls only 
are employed and hand work is done. Comparing 
the year before any of these things were done with 
the last year with all the advantages possible to be 
given to young women, it has been found that the 
output of the department increased during that 
time 50 per cent, and that the cost to the company for 
the work done in that room on each machine de- 
creased 31.4 per cent. Meanwhile the average 
wages of the girls increased during the first two 
years 22.4 per cent, and during the next year 22.5 
per cent above this. This is clear evidence of the 
value of these methods to employer and employe alike 
and this one room is an example of many that may 
be given. 

To Employe. — On the part of the employes hap- 
piness and more contented homes, better education 
for their children, opportunities for self-culture 
and encouragement to more beautiful surroundings 
have all contributed to make better citizens with 
higher ambitions and a fair recognition of the posi- 
tion and abilities of their employers. 

It is not assumed that these methods have already 
solved the labor questions, but they are certainly 
a valuable contribution to the development of those 
better conditions for which every one hopes in the 
near future. 

To the Public. — Interest in this question is not 



3U 




EMPLOYER AND EMPLOYES 197 

confined to the employer and employe alone, for if 
these things continue and increase, the customers 
themselves will soon recognize the result in the im- 
proved character of the product which they buy. 
This means better living and better and more 
thoughtful life in every part of the country. 

VIII. OPINIONS 

The ideas and methods suggested in this little 
handbook have received attention from all classes of 
people, including employers and employes, stu- 
dents of social problems and well known writers 
in newspapers and periodicals. The opinions ex- 
pressed by them in various forms are valuable as 
showing the drift of thought and the encouragement 
given by those best qualified to form opinions upon 
these questions. 

Opinions of Manufacturers. — An officer of the 
Acme White Lead and Color Works, which has sys- 
tematically introduced a large number of new fea- 
tures says: 

".Our plan of organization, which was based 
very largely upon observations of what the National 
Cash Register Co. were doing, with, of course, such 
modifications as were necessary, owing to differences 
in conditions, is working very nicely. We think the 
first feeling of ' uncertainty ' among our employes, 
due to the radical feature of the new policy, has been 
largely overcome, and we are feeling the benefit of 
co-operative work all along the line. We aim to 
treat our employes in a fair and impartial manner, to 



I98 EMPLOYER AND EMPLOYES 

make the conditions in connection with their work 
as agreeable and interesting as possible, by takings 
every precaution in the way of cleanliness and sani- 
tation to guard health, and by making their sur- 
roundings as pleasing as can be done, and by impart- 
ing a more thorough knowledge of the materials 
which they are constantly using, to interest them in 
their work and induce development along this 
line. We endeavor to place a premium upon merit 
by recognizing and rewarding it promptly. Our 
records of departmental and individual work all tend- 
to produce this result. We are well pleased with 
what has been accomplished and believe that we 
can join in saying that ' it pays ' — not only the 
company, but the employe. " 

Mr. Thomas Neal, secretary of the satne com- 
pany says : 

" We believe that if plans, based upon the above 
system, regulated, of course, to fit conditions in each 
case, were instituted by all large manufacturing con- 
cerns or those who employed labor largely, it would 
forever do away with the differences which, under 
existing conditions, are constantly arising between 
employer and employe, and that the labor question 
would be settled once for all. It is a plan under 
which all concerned must bear and forbear, and one 
that is bound to bring out, not only the best as re- 
gards service and treatment, but the best possible 
understanding and a feeling of cordial co-opera- 
tion that must result to the benefit of all. Under 
such a system laggards cannot progress, but the na- 
tural course of events must drop out. The em- 



EMPLOYER AND EMPLOYES 1 99 

ployer must realize that he is dealing with his em- 
ployes as man to man. and they should not and 
cannot be treated as working machines. " 

" We are not doing this as philanthropic work, but 
as a business venture. We think the money we 
intend to put into the idea will come back in the 
shape of increased output and better work. " — Chas. 
E. Adams, Vice-President and General Manager, 
Cleveland Hardware Co. 

Mr. John H. Patterson, President of the Na- 
tional Cash Register Company, of Dayton, Ohio, is 
quoted as saying: 

" We buy physical and mental labor. If it pays 
to take care of a good animal that only returns phy- 
sical work, how much more important is it for the 
employer to take care of the employe returning both 
physical and mental labor. 

" We believe that people are a part of all they 
have met; that is, all they have seen and heard is 
absorbed by them, and it therefore pays to have good 
influences and surroundings for them. We have tried 
both plans and believe that the three per cent of our 
annual pay roll which we spend on movements for 
industrial betterment yields us approximately be- 
tween five and ten per cent profit in actual dollars 
and cents. " 

Fels & Co., Philadelphia, say: "We cannot see 
an increase in material work equal to increase in wa- 
ges and decrease in hours, but the result in that di- 
rection is not at all discouraging. There is recog- 
nizable a cheerfulness and interest throughout the 
place, to be attributed largely to the sense of fair 



200 EMPLOYER AND EMPLOYES 

treatment. The need of close overseeing is less than 
formerly. We think we see a more self-respecting 
bearing and cordiality towards the firm, which fully 
justify all concessions made." 

" We might add, in summing up in a general way, 
that one marked result of incorporating into our 
business some of these methods, has been the fact 
that we are enabled to-day to secure a better class of 
help, more intelligent, and doing better work than 
it was possible to secure before." — L. H. Parke & 
Co., Philadelphia. 

" Words are said to have golden pencils, but more 
eloquent than any words, more golden than any pa- 
role testimony, was the sensation of seeing and re- 
alizing what an uplifting influence a single estab- 
lishment can have, not alone upon its employes, but 
upon an entire community, developing the prime fac- 
tor of happiness and prosperity, the brotherhood of 
man." — W. D. Henderson, the Henderson Litho. 
Co., Cincinnati, O. 

" This plant [Heinz & Co.] is one of the object 
lessons in industrial betterments, for other manu- 
facturing concerns have sent representatives to 
study the arrangements for the education of em- 
ployes. It is known that in two cases there were 
decisions to provide similar accommodations. 
Some foreigners visiting this country cannot under- 
stand why such elaborate efforts are extended for 
the comfort of factory employes. ' There is 
nothing like this in all Britain/ said one of them 
recently, as he went through the new build- 
ing. ' We would not know what to make of this over 



EMPLOYER AND EMPLOYES 201 

there. I do not see how you expect to get your 
money's worth out of it. ' When Mr. Heinz was 
asked whether he thought the firm would be repaid 
for the money spent in this way, his answer was, ' I 
have never given that side of the matter any thought. 
We are fully repaid when we see our employes en- 
joying themselves, and spending their noons and 
evenings in a profitable manner to themselves. And 
then, you know, this makes a little Heaven here 
below, and that is something worth having/ ,: 

In an article regarding a textile mill company in 
Massachusetts, " Social Service " says : 

" The company is very strict in the matter of the 
morals of the people. While they do not pretend 
to say what they shall do outside of the mills, they 
do claim the right to say whether they shall work 
for them if their manner of living is not what it 
should be outside. They will not knowingly keep in 
their employ persons who are intemperate; and in 
many instances, through the means of their strict 
discipline, have been able to keep from drink, men 
who, otherwise would have been confirmed drunk- 
ards. In this way they have been able to improve the 
condition of their people; and to-day their workers 
are among the best in the textile mills in Massa- 
chusetts. The people do not object to this discipline, 
but on the whole like it, as they are quick to discern 
that it is helpful to them, as well as their employ- 
ers. " 

An employer says, " What I have done I planned, 
not on the basis of charity or philanthropy, but on 
the principle that what my employes received was 



202 EMPLOYER AND EMPLOYES 

their rightful share, and when they were in my 
works they made full and ample return. I am, 
therefore, sharing the prosperity of my business 
with those who have helped me make it. " Another 
employer, — " My employes have done a large share 
in producing my wealth, and I owe them some rec- 
ognition of that fact." (Social Service.) 

The Cleveland Hardware Co. (January, 1900) , 
testifies : 

" Although we believe that what we are doing is 
most practical and philanthropic, our company does 
not feel that it is a philanthropy but a good busi- 
ness proposition. We believe that the manufactur- 
ing plant of the future will not be designed without 
arrangements being made for club rooms, dining 
rooms, bath rooms, and similar conveniences for its 
employes, and we are contemplating putting in all 
of these ourselves, for we realize that the co-opera- 
tion and good will of our employes is money in the 
company's pocket." 

Opinions of Employes. — One of the best testimo- 
nies to the justice of these methods is that of the 
Dayton (O.) Trades and Labor Assembly, from 
which the following is taken: 

" Believing that our fellow workers, as a rule, 
are ambitious to rise above mere shop hands, and 
that every effort made by the manufacturers of the 
city to better the condition of their employes should 
be promptly recognized ; and having learned of the 
many economic features existing in the National 
Cash Register Works to make its employes inde- 
pendent, skillful workmen and intelligent citizens; 



EMPLOYER AND EMPLOYES 205 

we believe that such acts will do more to create a 
mutual respect and render cooperation between 
employer and employe possible than any other 
method ; and we feel that, as mechanics and artisans, 
we should take this means of expressing our hearty 
commendation of the course pursued." 

Opinions of Students. — " A great factory system 
organized upon principles of brotherhood, openly 
professing the Golden Rule as its doctrine, advocat- 
ing the care and training of men's minds and spirits, 
while employing their hands, is so unique, so alto- 
gether captivating, that it would require not above 
an hour's inspection most effectually to silence for 
the time being the loudest grumbler at modern in- 
dustrial conditions. Quite the most unique thing 
about it all, too, is the naive confession by the com- 
pany that they find business profit in what they are 
doing for their people." — Rev. Edgar Whitaker 
Work, D.D., in " The Independent." 

" To conduct a great business which stretches out 
all over the world, and to practice at the same time 
the practical gospel of good will to men, is about as 
far as any one can go until we get wings." — Joseph 
Jefferson. 

" The intelligent and faithful efforts of men in 
great undertakings of this nature are sure to bring 
about far more acceptable, because far more just, re- 
lations between employer and employe." — Dr. James 
H. Canfield, Librarian, Columbia University. 

" An earnest effort like this to solve by business 
principles, and at the same time in a kindly spirit, 
the great problem of the best relations between em- 



206 EMPLOYER AND EMPLOYES 

ployer and the employed is an important and patri- 
otic contribution to the welfare of our beloved 
country and to its still higher elevation among the 
nations.' 1 — Hon. Andrew D. White, Ambassador of 
the U. S. to Germany. 

" I think it ought to be shown that a man's indus- 
trial pursuits are not divorced from his manhood, 
from his character, his tastes, ethics and religion, 
but that the entire personality makes the employer 
and the laborer. This is a truth supremely needed 
in the industrial pursuits ; it is calculated to revolu- 
tionize business. This principle the manufacturer 
recognizes ; and I hope the principle on which the 
practice rests will be made more evident. In my 
remarks, I call it the sociological factor. 

" The esthetic element in the establishment is of 
great importance. The vulgarity so common in 
most industrial plants and in their surroundings 
has been regarded by some as almost irremediable. 
You have solved the question most favorably, and 
I think it ought to lead to imitation. You justly 
regard the relation of the establishment to the entire 
community worthy of much consideration ; and your 
example ought to be contagious. 

" I believe great and permanent influence will be 
exerted by the proof that your method has its basis 
in economics, humanity, sociology and esthetics." — 
Dr. J. H. Stuckenberg, Cambridge, Mass. 

" While it is true that such endeavors are not 
1 philanthropy ' in the ordinary sense of the term, 
yet on the other hand they are not mere expedients 
for increasing profits, though the efforts have been 



EMPLOYER AND EMPLOYES 207 

financially remunerative. It must be recognized 
that the basis of this concord between employer and 
employe is justice; or, as one employer has stated 
it, modifying an old adage, ' it pays to be just/ " — 
Professor Paul Monroe, Teachers' College, New 
York. 

" The result is felt in better labor, better machines 
and a better moral atmosphere." — " New Socialism," 
Bourke Cockran. 

" It is a plan that practically meets the needs of 
working people, and from it we can gather much that 
will be helpful to the thousands of young girls, who 
yearly come under our care." — C. V. Drinkwater, 
Boston Young Woman's Christian Association. 

" Fair dealing, cooperation and profit-sharing 
will prove to be wiser than strikes, boycotts and 
lockouts. Here is a field for capital to display fine 
executive ability, sound economic wisdom and a pro- 
gressive philanthropic spirit as well." — Governor 
James A. Mount of Indiana. (Labor Day Ad- 
dress.) 

" ' What more than wages? ' is an industrial ques- 
tion that is being asked by men, some of whom feel 
that the labor share of their Wealth-production 
should have a larger reward than the mere payment 
of wages ; other employers are sufficiently far-sighted 
to recognize that whatever makes the worker more 
human, more contented, more skilled, is a positive 
industrial asset in the business, and is a large factor 
in industrial stability/' — Dr. W. H. Tolman. 

Press Opinions, — " Municipalities are feeling more 
deeply the importance of providing conditions nee- 



208 EMPLOYER AND EMPLOYES 

essary for physical and moral health. Employers 
of labor are beginning to see that stronger workmen 
can do more work, that more intelligent workmen 
can do more intelligent work, that more conscien- 
tious workmen can do more conscientious work, and 
that it pays, therefore, to invest something in the 
manhood of their men/' — Brooklyn Citizen. 

" When employers see that their influence easily 
leads their employes to insist upon better schools, 
better streets, better parks and better government, 
and that such increased interest will mean a higher 
character in municipal affairs, decreased taxation and 
the attendant advantages, they will do more to cul- 
tivate improved conditions among all those who may 
be employed by them and to make their factories 
centres of a better life for themselves and others. " — 
" A Model Factory Town," in Municipal Affairs. 

" By giving the men more comforts and accom- 
modations, they are enabled to do much better work, 
and at the same time it is an incentive toward the 
attainment of a better moral condition." — Cleveland 
Plain Dealer. 

" Whatever makes the wage-earners contented 
with their homes has value for the employer, for the 
greater the home contentment the less likely will the 
workingmen be to do that which will imperil it or 
impair its integrity. The very inexpensive and sim- 
ple application of the fundamental principles of land- 
scape gardening to the factory grounds and the 
homes of the wage-earners is the first step in the 
improvement of their condition by any employer 
who feels that he owes his staff more than the mere 



EMPLOYER AND EMPLOYES 209 

payment of wages. The same reasoning will apply 
to the managers of trolley lines and railroads, the 
president of one Eastern railroad stating that he 
would offer prizes not only for the best kept prem- 
ises, but also for the best kept farm along the line 
of his road/' — New York Tribune. 

" The recital of this description (of the Sherwin- 
Williams Company's plan) will probably sound on 
a fairy-tale order. Business men who read it may 
wonder how the company can afford to go to such 
an expense. It is interesting to say in this regard 
that for every dollar expended along these lines 
ninety-nine cents or more, is returnable in the re- 
newed efforts of the employes in their desire to 
please the men who have made work really a pleas- 
ure. This statement is borne out by every large 
employer of labor who has taken the trouble to in- 
vestigate this co-operative idea. It takes a man with 
plenty of nerve to remain dirty when cleanliness is 
everywhere. It takes a man with more nerve to kill 
time when he looks at the clock and sees under it, 
' Do it now/ Then, too, in an establishment such 
as the Sherwin-Williams Company a feeling of 
loyalty seems to pervade the atmosphere." — The 
Interstate Architect and Builder. 

Referring to the recent action in the establish- 
ment of pension funds, the Philadelphia Ledger 
says: 

" The employes of the Pennsylvania railroad 
company have always been well cared for, and this 
fund will increase the advantages they enjoy, for it 
will practically provide them with pensions after 



2IO EMPLOYER AND EMPLOYES 

long and faithful service. It will benefit not only 
the recipients, but the service of the company. Em- 
ployes will be stimulated to do their best for a com- 
pany that provides for them in their old age, and the 
company will be relieved of the necessity of keeping 
on its pay-rolls employes who, because of the in- 
firmities of age, are less active than they should 
be. In the absence of a pension system, this reten- 
tion of employes after they have passed their days 
of usefulness is a real drawback. Even corpora- 
tions hesitate about discharging a man who has 
worn himself out in their service, but in retaining 
him they injure themselves. It is far better to put 
a younger man in his place and to give the old 
servant that which he deserves — honorable retire- 
ment on a pension. It will probably be impossible 
to put down all the items in a profit and loss account 
to show how much has been gained or lost by the 
liberality of the Pennsylvania railroad company to 
its employes, but there will probably be a gain not 
to be measured in dollars and cents, the company 
getting better because more cheerful service from 
those who know that they are to be cared for, and by 
relieving its pay-rolls of those who have become in- 
efficient through age. ,, 

" Employes robust in health and cheerful in dis- 
position are capable of more and better work than 
those that are morose and dissatisfied. The employe 
that takes a personal interest in his work is more 
valuable to his employer than he that regards his 
job as a dismal task, to be got through with in any 
kind of shape until the end of the day's work comes. 



EMPLOYER AND EMPLOYES 211 

Nobody has employed others that has not discovered 
that enthusiasm among employes will accomplish 
wonders. 

" It is good business for the manufacturer to make 
factory life as attractive as is consistent with steady 
work. It is not necessary to provide easy chairs 
and pianos, but a great deal can be done in an in- 
expensive way to make the surroundings of a fac- 
tory more endurable. A stretch of green lawn and 
a few flowers, instead of bare, yellow clay and heaps 
of ashes, about the factory buildings, festoons of 
vines to cover the nakedness of staring brick walls, 
fresh, clean paint, instead of grimy interiors; none 
of these things costs much money, but they go far 
toward making life worth living for the- man of 
work. They give him a pride in the plant, and help 
to make him enthusiastic for its success. " — The 
Indianapolis Press. 

" We have no idea that the manufacturers built 
their factory or carry it on as a work of benevolence, 
or as a school for the benefit of the wage-earners. 
They certainly had in mind the manufacture of a 
product that would sell, and its manufacture under 
conditions the most remunerative to the capital in- 
vested ; and yet it is difficult to believe that they 
did not have in mind that happy and benevolent re- 
sult which so notably impresses those who see it and 
publish their impressions. Probably they have had 
that rare wisdom which sees that the most philan- 
thropic management of an industrial enterprise is in 
fact the most profitable management." — The Treas- 
ury, New York City. 



212 EMPLOYER AND EMPLOYES 

" To one who had just come from tales of petty 
oppression, of factory girls fined for violating rules 
that are in conflict with nature, the sight of these 
young ladies sitting in a fern-embowered dining- 
room eating their lunches, with soup and coffee 
furnished by the Company [The National Cash 
Register], the effect was overpowering. Here the 
girls change about waiting upon each other, while 
one volunteers to furnish music during the luncheon 
hour. This bit of pure democracy among the girls, 
the absence of caste and cant, was very refreshing, 

" One thing that impresses every visitor is the 
look upon the faces of the workers — an expression 
that denoted a feeling that they were men and 
women, not merely implements for the making of 
money. This pervaded everywhere, from the offi- 
cers' rooms to the foundry where men were pouring 
molten brass. 

" And what is more than all — the only message 
that will be listened to to-day — is the testimony of 
the Company that it pays. The eight-hour day and 
good treatment of employes is commercially profit- 
able. That is something that the nineteenth century 
can understand. " — The Chronicle, Cincinnati, Labor 
Organ. 



Employers Mentioned in This Book. 



(Any of these will give information regarding their plans.) 

Acme White Lead and Color Works. Detroit. 

Acme Sucker Rod Company, Toledo, O. 

Apollo Iron and Steel Company, Vandergrift, Pa. 

Bally, C. F., & Sons, Schoenwerd, Switzerland. 

Baltimore & Ohio R. R. Company. 

Bell Watch Case Company, Mansfield, O. 

Bibb Manufacturing Company, Macon, Ga. 

Bousch & Lomb, Fall River, Mass. 

Bourne Mills, Fall River, Mass. 

Briar Cliff Farms, Scarborough-on-Hudson, N. Y 

Brownell, F. A., Rochester, N. Y. 

Bullock Electric Company, Cincinnati. 

Cadbury Brothers, Bournville, England. 
Cambria Steel Company, Johnstown, Pa. 
Carnegie Steel Company, Pittsburg. 
Century Company, New York. 
Celluloid Company, Newark. N. J. 
Chandler-Taylor Company, Indianapolis. 
Chase, A. B., Company, Norwalk, O. 
Chicago City Railway Company, Chicago. 
Chicago Telephone Company, Chicago. 
Cleveland Axle Company, Canton, O. 
Cleveland Bag Company, Cleveland. 
Cleveland City Railway, Cleveland. 
Cleveland Cliffs Iron Company, Cleveland. 
Cleveland Hardware Company, Cleveland. 

213 



214 EMPLOYERS 

Cleveland Twist Drill Company, Cleveland. 
Cleveland Window Glass Company, Cleveland. 
Crane Paper Company, Dalton, Mass. 
Crawford, McGregor & Canby, Dayton, O. 

Daily Graphic, London, England. 
Daniels & Fisher, Denver. 
Draper Company, Hopedale. 

Eastman Kodak Company, Rochester. 
Eagle & Phcenix Mills, Columbus, Ga. 
Enterprise Manufacturing Company, Philadelphia, 
Estey Organ Company, Brattleboro, Vt. 

Fairbanks Man'g Company, St. Johnsbury, Vt. 
Far rand & Votey Organ Company, Detroit. 
Fels & Company, Philadelphia. 
Ferris Brothers, Newark, N. J. 
First National Bank, Chicago. 

Garlock-Frazee Laundry Company, Cleveland. 
Gem Shirt Company, Dayton, O. 
Gorham Manufacturing Company. 

Hazell, Watson & Viney, London. 
Heinz, H. J., Company, Pittsburg. 

Illinois Steel Company, Joliet. 

Knapp, Stout & Company, The, Menominie, Wis. 

Laycock, T. B., Company, Indianapolis. 

Legler & Co., Dayton, O. 

Lever Brothers Company, Port Sunlight, England. 

Lowe Brothers Company, Dayton, O. 

Ludlow Manufacturing Company, Ludlow, Mass, 

Markan, J. C, Agneta Park, Holland. 
McFarland, J. H., Harrisburg, Pa. 
Merrimac MTg Company, Lowell. 



EMPLOYER 215 

National Elgin Watch Company, Elgin, Ills. 
National Cash Register Company, Dayton, O. 
Nelson, N. O., Company, St. Louis. 
New York Telephone Company, New York. 

Parke, L. H. & Company, Philadelphia. 

Parry Manufacturing Company, Indianapolis. 

Peacedale Manufacturing Company, Peacedale, R. I. 

Pelzer & Piedmont Mills, Georgia. 

Pennsylvania Railroad Company. 

Pope Manufacturing Company, Hartford. 

Proctor & Gamble Company, Cincinnati. 

Purina Mills, St. Louis. 

Remington- Sholes Company, Chicago. 

Riverside Press, Cambridge, Mass. 

Rowntree & Company, York, England. 

" Roycroft Shop," East Aurora. N. Y. 

Russel & Erwin Manufacturing Company, New Britain, Conn. 

Shepard Company, The, Providence. 
Sherwin-Williams Company, Cleveland. 
Siegel-Cooper Company. New York. 
Stetson, The J. B., Company, Philadelphia. 
Stilwell-Bierce & Smith-Vaile Company, Dayton, O. 
Stoddard Manufacturing Company, Dayton, O. 
Swift & Company, Chicago. 

United States Printing Company, Cincinnati. 

Walker & Pratt Company, W r atertown, Mass. 

Wanamaker, John, Philadelphia. 

Warner Brothers Company, New York and Bridgeport. 

Weir, G. & J., London and Glasgow. 

Western Electric Company, Chicago. 

Westinghouse Air Brake Company, Wilmerding. Pa. 

Williams, J. H., Company, Brooklyn. 

Young Mens' Christian Associations. 
Young Women's Christian Associations. 



List of Illustrations 



General View, Kodak Park Frontispiece 

PAGE 

A Corner of the N. C. R. Factory Lawn 17 

The Hopedale Houses of The Draper Co 23 

(a) An Office Force at Lunch 33 

(a) A Factory Com. Examining Suggestions for Prizes. 33 

A Women's Assembly and Lunch Room 37 

Serving Lunch to Men Working Overtime 41 

(a) A Woman's Work Room 45 

(b) An Attractive Office 45 

A Woman's Bath Room 49 

(a) A Well-arranged Wash Room 53 

(b) Wash Room and Lockers 53 

A Quiet Corner for Reading 57 

Women's Lunch Room 58 

Dining and Entertainment Room for Employes 61 

Men at Lunch in the Factory 68 

A Large Factory Lunch Room y^ 

(a) Preparing Coffee for Employes 77 

(b) Case for Hot Lunches yy 

The Casino, Gorham Mfg. Co 81 

The Social Centre at Briarcliff 87 

Children's Entertainment at a Prize Distribution 93 

(a) A Cooking Class 99 

(b) Class in the Chemistry of Paints 99 

(c) Department Record 99 

(a) A Traveling Library in the Factory at Noon 105 

(b) The Men's Reading and Rest Room 105 

Serving Tea During Work Hours in 

217 



2l8 LIST OF ILLUSTRATIONS 

PAGE 

A Woman's Rest Room 117 

(a) Rest Room for Women 123 

(b) A Group of Women Ready for Work. 123 

(a) A Corner in Port Sunlight 129 

(b) Noon Hour at Cadbury's, England 129 

Westinghouse Homes 133 

Memorial Hall, Ludlow, Mass 139 

(a) Front Yards of Employes' Homes, Dayton, oppo- 
site Factory 145 

(b) Back Yards of same Houses 145 

(a) A Back Yard in Spring 149 

(b) The Same Yard and its Decorator, Winner of a 
Prize 149 

Boys' Vegetable Gardens 153 

A Miner's Home, Ishpeming 159 

A Summer Playground for the Factory Neighborhood. 165 

(a) The House of Usefulness, South Park 171 

(b) Interior of Extension, Rubicon 171 

The Women's Century Club 177 

School and Residences, Ludlow, Mass 185 

The Auditorium at Heinz Company's Factory 195, 

A Street Railway Recreation Room 203 

Diploma for Suggestions 216 



INDEX 



Accidents, provision for, 48. 
Acme Sucker Rod Co., 16. 
Acme White Lead and Color 
Works, 75, 96, 103, 104, 109, 

197. 
" Advance Club,"' 103. 
" Advance " Department, 27. 
American Park and Outdoor 

Art Association, 161. 
Ames Family, gifts of, 16. 
Apprenticeships, plans for, 

86. 
Apollo Iron and Steel Co., 

135. 
Aprons for women, 114. 
Argument of the Book, 7. 

Bally & Sons, 96. 
Baltimore and Ohio Relief 

Fund, 122. 
Baths, provision for, 48. 
Beginning plans, 39. 
Bell Watch Case Co., 103. 
Benefit Societies, Employes', 

179. 
Bibb Mfg. Co., 126. 
Bourne Mills, 16. 
Boys' Gardens, prizes for, 

151, 155. 
Briar Cliff Farms, 85. 



Brooklyn Citizen, quoted, 

208. 
Brownell, F. A., 26, 52, 114. 
Bullock Electric Co., 40, 75, 

76, 127. 

Cadbury Brothers, 19, 40, 
56, 115, 131. 

Cambria Steel Co., library, 
169, 184. 

Canfield, Dr. Jas. H., opin- 
ion, 206. 

Carnegie Co., 75, 126. 

Carnegie Library, 169. 

Casino of Gorham Mfg. Co., 
83- 

Celluloid Co., 85. 

Century Co., 16. 

Chairs, comfortable, 52. 

Chandler-Taylor Co., 95. 

Chase, A. B., Co., 96. 

Chicago City Railway Relief 
Asso'n, 179. 

Chicago Telephone Co., 115. 

Chronicle, The, opinion, 212. 

Civic Duty of Employers, 25. 

Cleanliness of factories, 39, 
43- 

Cleveland Axle Co., 86. 

Cleveland Bag Co., 117. 



219 



220 



INDEX 



Cleveland Cliffs Iron Co., 
156, 159, 179. 

Cleveland City Railway Co., 
203. 

Cleveland Hardware Co., 
lunch room, 69, 95, 107, 
115, 170, 179, 184, 199, 202. 

Cleveland Plain-dealer, opin- 
ion, 209. 

Cleveland Plan — Chamber of 
Commerce, 28. 

Cleveland Twist Drill Co., 
72. 

Cleveland Window Glass 
Co., 56, 103, 115. 

Clubs, factory people's, 175. 

Club Houses, 79. 

Colors for factory walls, 43. 

Cochrane, Bourke, opinion, 
207. 

Comforts, provision for, 47. 

Communities, Factory plans 
for, 128. 

Committee system of govern- 
ment, 31, 104. 

Conventions of factory peo- 
ple, 104. 

Co-operation of employes, 
191. 

Crane Paper Co., 16, 40. 

Crawford, McGregor & Can- 
by Co., 184. 

Daniels & Fisher, 101. 
Denver Lunch Club, 188. 
Department for cultivating 

best relations, 27. 
Difficulties in carrying out 

plans, 29. 



Dignity of Laborer, 25. 

Dividend to Labor, quoted, 
12, 29. 

Domestic Economy for wom- 
en, 98. 

Draper Company, 16, 132. 

Drinkwater, C. V., opinion, 
207. 

Eagle and Phoenix Mills, 84. 

Eastman Kodak Co., 39, 95, 
109. 

Education of employes, 98. 

Elevators for employes, 52. 

Employes' Benefit Societies, 
179. 

Employes' homes, 128, 138. 

Employes' response, 173. 

Enterprise Mfg. Co., ^26, 51, 
52, 55, 86, 95. 

Estey Organ Co., 184. 

Examination, physical, of ap- 
plicants, 47. 

Factory auditoriums, j6. 

celebrations, 96. 

classes, 98. 

club Louses, 79. 

gatherings, ^2, 103. 

improvement, plans for, 
26, 35- 

interior of, 43. 

libraries and reading 
rooms, 107. 

lunch rooms, 59. 

periodicals, 108. 

social settlements, 163. 

surroundings, 35, 40. 
Fairbanks Mfg. Co., 16. 






INDEX 



Fairness essential to good 

relations, 21. 
Farrand & Votey Co., 96. 
Fels & Co., 55, 75, "3, 184, 

2C0. 

Ferris Bros., 46, no, 127. 
First National Bank, Chi- 
cago, 125. 
Foot-rests. 52. 

Garlock-Frazee Laundry Co., 

141. 
Gem Shirt Co., 176. 
Gilman, N. P., quoted, 12, 

29. 
Gifts of wealthy men, 15. 
Gorham Mfg. Co., casino, 

83. 89. 

Hazell, Viney & Watson, 

116. 
Heinz & Co., 75, 76, 109, 114, 

115. 200. 
Henderson, W. D., opinion, 

200. 
House beautifying, 138. 
House building by employers, 

128. 

Ice water, 52. 

Illinois Steel Co., 19, 80, 127, 

184. 
Indianapolis Press, opinion, 

211. 
Interstate Architect and 

Builder, opinicn, 209. 

Jefferson, Joseph, opinion, 
205. 



Kindergartens and factory 

life, 161. 
Kirkland Association, 63. 
Knapp, Stout & Co.. 16, 158. 

Labor recreation, 17. 
Landscape gardening for 

employes, 141. 
Laycock, T. B. Co., 75, 79, 

96, 109, 176. 
League for Social Service, 

156, 161. 
Legler & Co., 176. 
Lever Brothers Company, 19, 

40, 56, 96, 109, 113, 115, 

131, 176. 
Libraries, factory, 107. 
neighborhood, 169. 
Lockers, provided, 48. 
London Graphic, 116. 
Lowe Brothers Co., 109, 181. 
Ludlow Mfg. Co., 16, 136. 
Lunch rooms, for women, 

59, 60. 

for men, 69, 71, 72, 75. 
clubs among employes, 
188. 

McFarland, J. H., 40. 
Markan, J. C, 119, 179. 
Matron for women employes' 

28. 115. 
Meetings of employes, 103. 
Men's lunch rooms, 69. 
Mental and moral training, 

86. 
Merrimac Mfg. Co., 132. 
Mining town's experience, 

A, 156. 



222 



INDEX 



Monroe, Prof. Paul, opinion, 

207. 
Mount, Gov. J. A., opinion, 

207. 
Municipal affairs, opinion, 

208. 
Mutual Benefit Associations, 

179. 

National Cash Register Com- 
pany, 20, 22, 27, 31, 39, 
40, 46, 48, 52, 56, 59, 76, 
79, 90, 91, 95, 98, 102, 103, 
104, 108, 109, no, 113, 114, 
115, 127, 128, 141, 162, 163, 
167, 170, 175, 176, 181. 

National Elgin Watch Co., 
no. 

Neighborhood improvement, 
25, 138. 

organizations, 143. 
social centers, 163. 
libraries, 170. 

Nelson, N. O., Company, 17. 
126, 127, 136. 

New York Telephone Co., 
114, 115. 

New York Tribune, 209. 

Officers' lunch rooms, 76. 
Opinions of employers, 197. 

of employes, 202. 

of students, 205. 

of the press, 207. 
Organization, special sys- 
tems, 31, 104. 



Parry Mfg. Co., 96. 

Patterson, J. H., opinion of 
kindergartens, 161, 199. 

Peacedale Mfg. Co., 16, 132, 
167. 

Pelzer and Piedmont Mills, 
137. 

Pension systems, 116. 

Periodicals for Reading 
Rooms, 107. 

factory publications, 108. 

Personal sympathy essential 
to good relations, 21. 

Pennsylvania Railroad Relief 
Fund, 120. 

Philadelphia Ledger, opin- 
ion, 210. 

Physical examination of ap- 
plicants, 47. 

Physicians, provisions for, 
126. 

Play grounds, 173. 

" Pleasant Sunday After- 
noons," 167. 

Pope Manufacturing Co., 39, 
71, no. 

Principles to govern, 20. 

Prizes for suggestions, 90. 

Prizes for yards, gardens, 
etc., 144. 

Proctor & Gamble Company, 
16, 55, 125, 184. 

Profit sharing, 16. 

Purchases at special prices, 
127. 

Purina Mills, 96. 



Parke, L. H. & Co., 37, 45, Reading Rooms, 108, 169. 
200. Recesses for women, 113. 



INDEX 223 

Recreation, provision for, 56, Stout Manual Training 

109. School, 158. 

Relief associations among Stuckenberg, Dr. J, H. W., 

employes, 179- opinion, 206. 

Remington-Sholes Co., 96. Suburban locations, 39. 

Renting houses to employes, Suggestions of employes, 35. 

131. plans for prizes, 90. 

Rest rooms for women, 115. Sunday afternoons in the 

Results of efforts, 193. factory, 167. 

Riverside Press, 39. Swift & Co., 75. 

Rowntree & Co., 28, 56, 101, Sympathy, how to win, 29. 

RoycroVpress, 16, 108. Th !" ifts ' II6 " 

Russell & Erwin Co., 96. Tolkt r °° mS ' pr ° V1S1 ° n ° f ' 

52, 114. 
Traveling library, A, 108. 

Savings, plans for, 116. Treasury, The, opinion, 212. 
Schools, factory, 98, 101, 102. 

Shepard Company, The, its United States Printing Co., 

Social Secretary, 28. 40, 96. 



Visitors to factories, 128. 



Sherwin-Williams Co., 

26, 72, 109, 128, 180. 

Short work hours, 52. Walker & Pratt Mfg. Co., 

for women, 113. 48. 

Sick funds, 119, 179. Wanamaker, John, 101. 

Siegel-Cooper Co., no, 126. Warner Brothers Company, 

" Social Secretary," 28. 19, 80. 

Social service, opinion, 201, Weir, G. & J., 96. 

202, 203. Western Electric Co., 63. 

Social settlement, factory, Westinghouse Air Brake Co., 

163. 28, 135. 

" South Park " plan of prizes, White, Hon. A. D., opinion, 

144. 206. 

Stereopticon, use in factory, Whitin family, gifts of, 16. 

102. Williams, J. H. Company, 

Stetson, John B., 98, 137, 168. 51, 128, 181. 

Stilwell-Bierce & Smith Women, education for, 98. 

Vaile Co., 184. employment of, 13, no. 

Stoddard Mfg. Co., 109. lunch rooms for, 59, 188. 



224 



INDEX 



Women, provision for com- 
forts of, 46. 
rest rooms, 115. 
shorter hours for, 113. 
toilet rooms, aprons, etc., 
114. 



Work, Rev. E. W., opinion, 
205. 

Young Men's Christian As- 
sociations, 19, 56, 102. 

Young Women's Christian 
Associations, 60, 102. 



THE END 



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